LABOR MANAGEMENT COLLECTIVE BARGAINING AGREEMENT. Between GARDEN GROVE REGISTERED NURSES ASSOCIATION

Size: px
Start display at page:

Download "LABOR MANAGEMENT COLLECTIVE BARGAINING AGREEMENT. Between GARDEN GROVE REGISTERED NURSES ASSOCIATION"

Transcription

1 LABOR MANAGEMENT COLLECTIVE BARGAINING AGREEMENT Between GARDEN GROVE REGISTERED NURSES ASSOCIATION UNITED NURSES ASSOCIATIONS OF CALIFORNIA/ UNION OF HEALTH CARE PROFESSIONALS (UNAC/UHCP) NUHHCE, AFSCME, AFL CIO And GARDEN GROVE HOSPITAL & MEDICAL CENTER October 1, 2010 September 30, 2013

2 TABLE OF CONTENTS ARTICLE 1 RECOGNITION... 1 ARTICLE 2 UNION REPRESENTATION... 1 ARTICLE 3 EMPLOYEE STATUS... 3 ARTICLE 4 SENIORITY... 4 ARTICLE 5 JOB POSTINGS AND FILLING OF VACANCIES... 6 ARTICLE 6 NON DISCRIMINATION... 8 ARTICLE 7 HARASSMENT... 8 ARTICLE 8 PATIENT CARE ADVOCACY, SUPERVISION AND PROFESSIONAL RESPONSIBILITY 9 ARTICLE 9 GRIEVANCE AND ARBITRATION PROCEDURE ARTICLE 10 CORRECTIVE ACTION PROCESS AND DISCIPLINE ARTICLE 11 HOURS OF WORK, OVERTIME, AND SCHEDULING ARTICLE 12 FLOATING ARTICLE 13 COMPENSATION ARTICLE 14 MINIMUM RATES ARTICLE 15 BENEFIT PLANS ARTICLE 16 HOLIDAYS ARTICLE 17 HEALTH AND SAFETY ARTICLE 18 EDUCATION BENEFITS ARTICLE 19 LEAVES OF ABSENCE ARTICLE 20 JOB SECURITY ARTICLE 21 MANAGEMENT RIGHTS ARTICLE 22 SUBCONTRACTING ARTICLE 23 UNION SECURITY ARTICLE 24 STRIKES AND LOCKOUTS ARTICLE 25 NOTICES ARTICLE 26 SAVINGS CLAUSE ARTICLE 27 ENTIRE AGREEMENT ARTICLE 28 TERM i

3 SIGNATURES LETTER OF AGREEMENT #1 SUPERFLOAT STAFF GRANDFATHER AGREEMENT LETTER OF AGREEMENT #2 WAGES RETROACTIVE PAY LETTER OF AGREEMENT #3 EMPLOYEE CONTRIBUTION TO MEDICAL PREMIUM LETTER OF AGREEMENT #4 GRANDFATHERED SHIFT DIFFERENTIALS LETTER OF AGREEMENT #5 EXTENDED ILLNESS PROGRAM AGREEMENT APPENDIX A SPECIALTY NURSES APPENDIX B PER DIEM REQUIREMENTS APPENDIX C IN HOUSE REGISTRY PROGRAM APPENDIX D WEEKEND BONUS APPENDIX E 401(k) RETIREMENT SAVINGS PLAN SPD INDEX ii

4 ARTICLE 1 RECOGNITION 101 Pursuant to the certifications issued by the National Labor Relations Board on July 21, 1975, in Case Number 21 RC 1260 and on July 24, 1981, in Case Number 21 RD 1800, and the agreement of the parties, the Facility recognizes the Association as the exclusive collective bargaining representative of the Registered Nurses employed at its facility located at Garden Grove Boulevard, Garden Grove, California in the following bargaining unit: Included: All full time, regular part time and per diem Registered Nurses including Charge Nurses. Excluded: All other employees, including confidential employees, office clerical employees, all other professional employees (including without limitation physicians and residents), registry nurses, employees of outside registries and other agencies supplying labor to the Facility, traveling nurses, guards, Directors of Nursing Service, Hemodialysis Head Nurse and Supervisors, Operating Room Supervisors, Obstetrics Supervisors, In service Training Directors, Day Supervisors, PM Supervisors, Night Supervisors, Relief Day Supervisors, Relief PM Supervisors, Relief Night Supervisors, Emergency Room Supervisors, Intensive Care/Cardiac Care Unit Supervisors, Discharge Planners, Clinical Instructors, Nurse Epidemiologists, Admitting Nurses, Utilization Review Nurses, Employee Health Nurse, guards, watchmen, managers, supervisors, as defined in the Act, and already represented employees. 102 The Employer agrees that during the term of this Agreement it will not challenge the bargaining unit status of any nurse or job classification covered by this Agreement. The Employer further agrees that during the term of this Agreement it will neither claim that any nurse or job classification covered by this Agreement exercises supervisory authority within the meaning of Section 2(11) of the NLRA, or assign any nurse such duties for the purpose of removing that nurse from the bargaining unit. Finally, the Employer also agrees that during the term of the Agreement it will not challenge the Union's right to represent any nurse in any job classification covered by this Agreement based on a claim that such nurse is a supervisor within the meaning of the NLRA. 201 Association Representative ARTICLE 2 UNION REPRESENTATION 202 The Union shall provide the Facility with a written list of Association Representatives after their designation, and shall notify the Facility of changes as they occur. The Union Local President designated shall serve as Chief Association Representative. Prior to the Facility s receipt of such Union designation, the Facility is not obligated to recognize an Association Representative under this Article. 1

5 203 The functions of the Association Representative include the authority 1) to settle or assist in settling problems arising in connection with the application or interpretation of the agreement, 2) to resolve grievances at Step 1 or 2 of the grievance procedure and 3) to serve as a Union representative for Weingarten meetings. 204 Association representatives will be paid for time spent during their scheduled work hours when participating in mutually agreed meetings with management for investigation, grievances, discipline, or other purposes. If the Association Representative wishes to schedule a meeting with employees during the representative s work shift, unpaid leave time shall not be unreasonably denied. 205 Association Representatives shall not direct any employees as to how to perform or not perform his/her work, shall not countermand the order of any supervisor, and shall not interfere with the normal operations of the Facility or any employee. 206 The Facility will allow an Association Representative up to thirty (30) minutes at a mutually agreed upon time during the second half of the second day of the Facility s orientation program agenda to discuss the Association and the terms of the collective bargaining agreement. Employee attendance will be voluntary. 207 If provided by the Association, the Facility will distribute the items listed below along with other orientation materials provided to new employees in the bargaining unit represented by the Association subject to timely prior receipt of such materials from the Association: 1. Copy of the applicable collective bargaining agreement. 2. Copy of an Association membership application and dues authorization card. 3. List of Association Representatives prepared by the Association, showing their departments and/or work areas and telephone numbers. 208 Staff Representatives 209 A duly authorized Staff Representative of the Union shall be permitted to enter the Facility at reasonable times for the purpose of observing whether this Agreement is being observed or to check upon complaints of bargaining unit employees. The Staff Representative shall advise the Director of Human Resources or his/her designee of each visit upon entering the Facility. If the Director of Human Resources or his/her designee is not on site and/or on duty, the Staff Representative will call and/or page the Director of Human Resources or his/her designee. The Staff Representative will abide by patient confidentiality, infection control, and other Facility policies applicable to such areas. When at the Facility, the Staff Representative will wear his/her Staff Representative badge issued by the Facility. 2

6 210 The Staff Representative shall not interfere with the work of any employee. This shall not prevent the Staff Representative from conferring with an employee and his/her supervisor or a Facility representative on Facility time in connection with the complaint or problem concerning the employee. 211 Bulletin Board 212 The Facility shall provide one (1) glass enclosed locking bulletin board in a mutually agreed location for posting of notices and announcements regarding Union business, such as meetings, internal Union election results, education, and social events. No materials, which are derogatory of the hospital or management, shall be posted. Both the Union and Facility shall have a key to the bulletin board. The Facility shall not access the bulletin board until a request has been made to the Union, in writing, and a reasonable time given for discussion. 213 In departments where GGRNA, UNAC/UHCP bargaining unit members work, a posting space shall be provided for posting of union materials in non public employee break rooms. 214 Use of Facility Conference Rooms 215 The Facility shall provide the Union reasonable access to on site conference rooms for the purpose of GGRNA member meetings or conferences regarding union business related to the Facility. The Union shall schedule such conference room use in accordance with the scheduling practice of the Facility. 301 Full Time Registered Nurse ARTICLE 3 EMPLOYEE STATUS 302 A regular full time Registered Nurse is a Registered Nurse who is not in a temporary status and is regularly scheduled to work thirty two (32) hours or more per work week. Regular full time Registered Nurses are benefits eligible. 303 Part Time Registered Nurse 304 A regular part time Registered Nurse is a Registered Nurse who is not in a temporary status and is regularly scheduled to work twenty four (24) or more hours per workweek. Regular part time Registered Nurses are benefits eligible. 3

7 305 Per Diem Registered Nurse 306 A Per Diem Registered Nurse is a Registered Nurse who has executed the Facility s Per Diem Agreement and who is not a regular full time or regular part time Registered Nurse. Per Diem Registered Nurses are not benefits eligible except as defined in Article 15. ARTICLE 4 SENIORITY 401 For full time and part time Registered Nurses, seniority shall mean a Registered Nurse s most recent hire date with Garden Grove Hospital & Medical Center. 402 A Per Diem Registered Nurse will not accrue seniority until she/he begins or is reinstated into a regular full time or part time position. In such case, the Per Diem Registered Nurse shall have his/her seniority adjusted by one (1) year for every two (2) years. The purpose of this accrued seniority is for use in the job bidding process only. 403 Seniority rights will not apply to a Registered Nurse until completion of the required probationary period, but a Registered Nurse shall acquire seniority retroactive to his/her date of hire on completion of his/her probationary period. 404 In the event two (2) or more Registered Nurses have the same effective seniority date, the most senior shall be determined by a lottery process administered jointly by the Facility and the Association. 405 Upon being transferred from Garden Grove Hospital & Medical Center to another UNAC/UHCP represented Prime Healthcare facility, a Registered Nurse shall retain his/her original Prime Healthcare date of hire for seniority purposes provided the transferring Facility provides reciprocal seniority recognition. 406 The Facility shall provide the State Association with an updated seniority list every six (6) months, commencing with the effective date of this Agreement. The updated seniority list shall also be maintained in the nursing office, available for inspection by any bargaining unit member. 407 A Registered Nurse s seniority shall be lost: 1. If the Registered Nurse resigns or retires. 2. If the Registered Nurse is discharged. 3. If a layoff exceeds twelve (12) consecutive months. 4

8 408 Seniority shall be reinstated for the following reasons: 409 Layoff 1. If a Registered Nurse who has resigned or retired is rehired within one (1) year of her/his resignation and the Registered Nurse had at least one (1) year of continuous service prior to resigning. 2. If a Registered Nurse on layoff is rehired within one (1) year. 410 Layoff is defined as an involuntary change to unpaid status of more than fourteen (14) consecutive calendar days for full time and part time Registered Nurses. 411 Registered Nurses who have completed the required probationary period shall receive fourteen (14) calendar days written notice or pay in lieu thereof, pro rated for parttime. For mass layoffs, as defined by WARN, the Act s provisions shall apply. The Facility will send notice to the State Association at the same time notice is given to the Registered Nurse. Upon request, the Association and the Facility will meet to discuss the layoff order and bargain over the effects of the decision to layoff. Such meeting will take place at a mutually agreeable date and time after receiving such notice. 412 Prior to implementation of a permanent layoff, the Facility will accomplish the following: 1. Consider Registered Nurses who want to volunteer for layoff. Any Registered Nurse who volunteers shall make the request in writing, sign it and provide it to Human Resources within three (3) days after the announcement of a layoff. 2. Consider any voluntary changes in status. Any Registered Nurse who volunteers shall make the request in writing, sign it, and provide it to Human Resources within three (3) days after the announcement of a layoff. 3. Discontinue the use of all temporary or registry Registered Nurses or travelers to the extent feasible in the areas affected by the layoff. 4. Discontinue the use of per diem Registered Nurses to the extent feasible. 5. Terminate probationary Registered Nurses, unless such probationary Registered Nurses possess special skills and/or qualifications that a more senior nurse does not already possess. 413 Layoffs in connection with a reduction of staff and the recall to work of Registered Nurses shall be governed by qualifications and competencies. When two or more nurses are deemed to have similar qualifications and competencies, the Registered Nurses seniority shall be the determining factor. 5

9 414 Recall from layoff shall be in reverse order from layoff; the last Registered Nurse laid off shall be the first recalled provided the Registered Nurse has the required qualifications and competencies. 415 A Registered Nurse shall be deemed terminated from employment when, after a layoff, such Registered Nurse fails to reply within five (5) calendar days of delivery or attempted delivery of the notice of recall, notify the Hospital of his/her intent to return to work on the date specified for recall, and thereafter, return to work on such date. 416 Registered Nurses who return to employment as a result of recall from layoff within one (1) year from the date of separation shall be restored to their former status with respect to salary, classification, and all fringe benefits outlined in this Agreement that are in force at the time of return to work. There shall, however, be no accumulation of earnings or benefits during the period of separation. 501 Position Posting ARTICLE 5 JOB POSTING AND FILLING OF VACANCIES 502 Registered Nurse positions under this Agreement, which are permanently vacated and/or newly created, shall be posted for an initial period of seven (7) calendar days. The position posting shall include the posting date. Open Registered Nurse positions shall be displayed in Human Resources and on the Hospital Intranet and the Facility s website. Interested Registered Nurses may apply for such position by completing a transfer request form provided by the Facility; following the process as indicated on the form. 503 Selection 504 Registered Nurses shall be eligible to apply for transfer to open posted positions. Preference among those applying for posted positions shall be given in the order listed below. Among applicants from the same preference level seniority as defined in Article 4 shall govern, provided that a) the applicant must meet all reasonable qualifications of the job established by the Facility, and b) the applicant s skills, abilities, training, experience, competencies and job performance must meet minimum standards as required for the posted opening. Preference Level: 1. Qualified full time and part time RNs from within the department 2. Qualified per diem RNs from within the department 3. Qualified full time and part time RNs from within the Facility 6

10 4. Qualified per diem RNs from within the facility 5. Any other applicant 505 Within their preference level, for job bidding, per diem Registered Nurses shall use date of hire substituted for seniority. 506 If, following a promotion to a higher bargaining unit classification, the Registered Nurse is determined to be unqualified for that classification or requests to withdraw therefrom, such Registered Nurse shall be entitled to return to the former classification, with a rate of pay no less than the rate to which the Registered Nurse would have been entitled if the Registered Nurse had not been promoted. 507 New Position Trial Period 508 Upon being selected for a posted position opening, the Registered Nurse will undergo a new position trial period of ninety (90) calendar days. If the Facility determines during the ninety (90) days that the Registered Nurse is unsuitable for the new position, or the Registered Nurse elects to return to his/her former position during the first thirty (30) calendar day period the Registered Nurse (1) will be returned to the former position if it remains open; (2) may be placed in a comparable position if the former position is not available; or (3) may apply and be considered for other positions for which they qualify. A comparable position is defined as being either in the same unit held prior to bidding or on the same shift in another unit. The decision whether the Registered Nurse successfully adapts to the new position during the adaptation period will not be subject to Article 9, Grievance and Arbitration procedure. 509 Notice of Termination 510 In recognition of the difficulties, which may be imposed on the Facility to recruit and orient replacements for Registered Nurses who terminate their employment for personal reasons, Registered Nurses are encouraged to tender at least two (2) calendar weeks notice in advance of their resignation. Where such notice is provided, the Facility may provide pay in lieu of notice, as it deems appropriate. If the Facility decides to retain the Registered Nurse through the end of the notice period, the Facility will make every effort to continue the Registered Nurse s regular assignment and schedule. 511 New Bargaining Unit Classifications 512 If during the term of this Agreement a new bargaining unit classification is established, the Facility shall notify the Association of the rate assigned to such classification. If the Association disagrees with such rate and the dispute is not resolved by the Parties, the Association shall have ten (10) calendar days after receipt of the Facility s notice in which to notify the Facility in writing that it intends to take the dispute to arbitration 7

11 under the arbitration procedure of this Agreement. The Association shall upon request be entitled to relevant information pertaining to the new classification. ARTICLE 6 NONDISCRIMINATION 601 The Facility and the Union agree that there shall be no discrimination against any Registered Nurse or applicant because of race, color, religion, national origin, sex, sexual orientation, age, disability, marital status, union status or any other characteristic protected by law. 602 There shall be no discrimination by the Facility or the Union against any Registered Nurse because of membership in or activity on behalf of the Union. Union Representatives shall not be transferred or reassigned to another area of work as a result of Union activities. ARTICLE 7 HARASSMENT 701 The Facility is committed to providing a work environment free from discrimination and unlawful harassment. The Facility will not tolerate actions, words, jokes or comments based on an individual s sex, race, ethnicity, age, religion, sexual orientation or any other legally protected characteristic. Any employee, supervisor, or bargaining unit member engaging in sexual or other unlawful harassment will be subject to appropriate corrective action, up to and including termination of employment. 702 The Facility will take all reasonable steps to protect an employee who reports harassment from continuing harassment and from retaliation because of having reported the harassment. The Facility will also take all reasonable steps to protect witnesses who cooperate in any investigation of alleged harassment from retaliation. If the investigation reveals that the complaint is valid, prompt attention and disciplinary action will be taken to stop the harassment immediately and to prevent its reoccurrence. 703 The Facility and the Union agree to encourage everyone, regardless of position or profession, to perform in an efficient, courteous and dignified manner when such individuals interact with fellow employees, patients and the public. The parties agree that this Article is not subject to arbitration. 8

12 ARTICLE 8 PATIENT CARE ADVOCACY, SUPERVISION AND PROFESSIONAL RESPONSIBILITY 801 Staffing 802 The Facility shall maintain adequate staffing levels based on patient census and patient acuity and shall comply with all staffing requirements mandated by federal and state laws and regulations, including Title 22 of the California Administrative Code. The Facility and the Association shall work together in good faith to implement required staffing levels for all patient care units covered by Department of Health Care Services (DHCS). 803 Should an employee believe staffing levels are insufficient to permit the delivery of adequate patient care, he/she shall undertake work assignments but may do so under oral or written protest. In an emergency situation where there is a potential danger to patients, the nurse shall immediately notify the nurse supervisor/manager/designee who will physically visit the unit to assess the situation. Corrective action will be implemented if necessary. The Facility shall not require an employee in any case to perform a work assignment outside the lawful scope of his/her license. 804 Nurse to patient ratios represent the maximum number of patients assigned to one licensed nurse at any one time. Assigned means that the nurse has responsibility for the provision of care to a particular patient within his/her scope of practice. There shall be no averaging on the number of patients and the total number of nurses on the unit during one shift or over a period of time. The Facility shall plan for routine fluctuations in patient census and shall meet the minimum DHCS regulations regarding ratios in every applicable unit at all times. 805 The staffing ratios specified in Paragraph 802 shall constitute the minimum number of nurses who shall be assigned to direct patient care. Non licensed staff may be assigned in accordance with the Facility s patient classification system. 806 The Association shall have the option to reopen this Article for additional negotiations relating to staffing issues should staffing requirements mandated by law change during the term of this Agreement. 807 Patient Needs Staffing System 808 The DHCS mandated staffing ratios shall provide minimum nurse staffing levels, with staffing levels at all times consistent with the requirements of the facility s PCS and Title 22 of the California Administrative Code. 809 The PCS will be in conjunction to all areas described within Title 22. In the event the scheduled staffing is insufficient to meet the specific staffing levels called for by the 9

13 regulations, the Facility will make every effort to procure additional Registered Nurses. Should persistent shortages be identified, the Facility will take the necessary steps to ensure safe patient care. 810 Patient Classification System Annual Review 811 The Facility shall maintain an Annual Patient Classification System Review as required by Title 22, and will include as members the appropriate number (fifty percent (50%) of the total Committee membership) of Registered Nurses who provide direct patient care. The Association shall have the right to select the bargaining unit Registered Nurse PCS Committee members. The review will include the responsibility for reviewing the reliability and validity of the existing PCS, and for recommending modifications or adjustments to assure accuracy in measuring patient care needs. 812 Patient Care Committee 813 Patient Care Committee Purpose 814 The Association and the Facility seek to improve professional performance and to assure the development and maintenance of the highest levels of patient care. 815 The Patient Care Committee (PCC) develops and supports programs which enhance harmony and teamwork in a culturally diverse setting. The PCC encourages professional growth in accordance with promoting continual improvement of patient care in a climate conducive to patient satisfaction. The PCC provides a collaborative setting to address issues, resolve problems and create general ideas for change. 816 Patient Care Committee Composition 817 The Patient Care Committee (PCC) is a representative body comprised of six (6) bargaining unit Registered Nurses selected by the Union and six (6) management employees selected by the Facility who recognize the evolving nature of nursing and who are committed to the practice of professional nursing. 818 Bargaining unit Registered Nurses may attend PCC meetings on an ad hoc basis. A State Staff Representative may also attend PCC meetings. 819 Patient Care Committee Meetings 820 The PCC shall meet monthly. Registered Nurses who are regular PCC members shall be allowed up to a maximum of four (4) hours per meeting of paid time for time spent during the Committee meetings. 10

14 821 A scheduled PCC meeting shall not be cancelled unless by mutual agreement or due to bona fide extenuating circumstances. 822 A joint chairmanship will provide leadership for each PCC. The joint chair positions will be held by one (1) member of management and one (1) bargaining unit Registered Nurse. These leaders will be selected by the members of the PCC. The joint chairs will be responsible for setting the agenda for each meeting, facilitating meetings, parliamentary duties, assigning responsible parties for follow up assignments and/or other work supporting the goals of the committee, communicating changes regarding meetings, and ensuring minutes are taken and distributed in a timely manner. 823 The parties will reduce to writing any agreements reached by the Facility and the Association at a PCC meeting. PCC recommendations and agreements are to be determined by consensus and focus on the needs of patients, nursing staff and managers and shall comply with all State and Federal laws and with the Collective Bargaining Agreement. 824 The requesting member of the PCC may request the services of a mediator/facilitator skilled in interest based problem solving to assist the parties in resolving their issues and to provide training in useful techniques for building consensus. 825 In light of the Union s and the Facility s joint commitment to retain experts in the area of patient care quality and staffing as they relate to the workforce the Patient Care Committee shall call upon these resources for further advice and recommendations, should the Committee be unable to resolve its differences. 826 Patient Care Committee Responsibilities 827 The PCC may review and discuss patient advocacy and professional nursing issues. 828 Performance of Supervisory Duties 829 Bargaining unit Registered Nurses shall not be responsible to regularly perform supervisory functions with respect to other employees, including non bargaining unit employees. Bargaining unit Registered Nurses shall have no authority to hire, transfer, suspend, lay off, recall, promote, discharge, reward or discipline other employees, nor shall they have the authority to adjust employee grievances. In accordance with Section 2(11) of the National Labor Relations Act, the routine delegation of clinical tasks, monitoring of the performance of clinical tasks by others, acting as a preceptor, and/or the performance of Charge Nurse responsibilities shall not disqualify the Registered Nurse from being included in the bargaining unit as a non supervisory employee. However, nothing in this Article shall preclude or restrict the Facility from requiring, or a 11

15 bargaining unit Registered Nurse from performing, all duties deemed necessary by the Facility to insure delivery of quality patient care. 830 Performance of Bargaining Unit Work by Others 831 The parties agree that non bargaining unit personnel employed by the Facility, including supervisory personnel, may perform clinical duties also performed by bargaining unit Registered Nurses, provided that the assignment of such work shall not result in the loss of scheduled hours for any bargaining unit Registered Nurse. 832 Protection of Bargaining Unit Hours 833 The assignment of work to Facility personnel outside the bargaining unit shall not be for the purpose of reducing hours for bargaining unit Registered Nurses. Any Registered Nurse who believes that the Facility has violated this Paragraph may refer such claim to the PCC. 901 Definition ARTICLE 9 GRIEVANCE AND ARBITRATION PROCEDURE 902 A grievance is defined as a dispute as to the interpretation, meaning or application of a specific provision of this Agreement. 903 Procedure 904 Grievances shall be processed in accordance with the procedure set forth below: 905 STEP A Registered Nurse should make a reasonable effort to resolve the possible grievance informally in a discussion with his/her immediate supervisor. If a Registered Nurse is unable to resolve the possible grievance, the Association Representative (if requested by the Registered Nurse) and Registered Nurse will have a discussion with the immediate supervisor. This requirement must be satisfied before a written grievance is submitted at Step STEP If the grievance cannot be resolved informally, it shall be reduced to writing and submitted to the Facility s designated representative within fifteen (15) calendar days after the Registered Nurse had or should have had knowledge of the event which caused the grievance. In any event, irrespective of the Registered Nurse s knowledge, 12

16 909 STEP 3 the grievance must be presented in writing to the Facility s designated representative within thirty (30) calendar days after the event on which it is based. The written grievance must (1) allege the violation of a specific provision or provisions of this Agreement, and (2) set forth all factual grounds upon which the allegation is based. Within ten (10) calendar days after receipt of the written grievance, a meeting shall be held with the Facility s designated representative(s) to discuss the grievance. The grievant, the Association Representative and the Staff Representative may be present at the meeting. Within ten (10) calendar days after the meeting, the Facility s designated representative shall respond to the grievance in writing. 910 If the Facility s response in Step 2 is not satisfactory, the Union may submit the grievance to arbitration by notifying the Facility in writing of its intent to do so. In order to be timely, the Union s notice must be received by the Facility within fourteen (14) calendar days after the Union s receipt of the Facility s Step 2 response. 911 Arbitration 912 The following procedure shall apply if a grievance is submitted to arbitration: 1) An impartial arbitrator shall be selected by mutual agreement from the following panel of arbitrators: Fred Horowitz Michael Rappaport Edna Francis Douglas Collins 913 If the parties cannot reach agreement, the parties will select an arbitrator by alternately striking names from the list until one arbitrator remains. The selection of the arbitrator must be completed no later than thirty (30) calendar days from receipt by the Facility of the appeal to arbitration. 1. A hearing on the grievance shall be held at a time and place designated by the arbitrator, at which the Facility and the Union shall present their respective positions, evidence and arguments. The sole parties to the arbitration proceeding shall be the Facility and the Union. The arbitrator s decision shall be rendered in writing and shall be final and binding on the parties and on all affected bargaining unit Registered Nurses. It shall be issued not more than thirty (30) calendar days after the close of the hearing or the filing of briefs, whichever is later. 2. The arbitrator s authority is derived from this Agreement and his/her jurisdiction is limited to the interpretation and application thereof. He/She shall not have 13

17 authority to (a) amend or modify any provision of this Agreement; or (b) render an award on any grievance arising before the effective date, or after the termination date. 3. The fee and expenses of the arbitrator, the court reporter s appearance fee, and the cost of mutual facilities shall be borne equally by the Facility and the Union. 914 Time Limits 915 The time limits and other procedural requirements set forth in this Article must be strictly adhered to unless mutually extended by the express agreement of the Union and the Facility. Such agreement need not be in writing. If the Facility fails to respond to a grievance within the time limits set forth in this Article, the grievance may be appealed immediately to the next step. In the event of a failure by the grievant or the Union to adhere to any of such requirements, the grievance shall be resolved on the basis of the Facility s last response. In the event of a dispute over whether the grievant or the Union has failed to adhere to any of such requirements, the arbitrator shall make that determination Just Cause ARTICLE 10 CORRECTIVE ACTION PROCESS AND DISCIPLINE 1002 The Facility may only discipline or terminate an employee for just cause. Any discipline or discharge may be subject to the grievance procedure in Article Corrective Action Process 1004 The parties agree to utilize the Corrective Action Process Philosophy 1006 The Corrective Action Process recognizes the value of all Registered Nurses and the significant investment each Registered Nurse represents, and is reflective of our commitment to retain Registered Nurses whenever possible. The focus of this process is to develop a collaborative approach to resolve performance or behavioral issues. The Corrective Action Process is intended to be an open process that utilizes a problem solving approach to address issues and explore non punitive alternatives to correct performance and/or behavioral concerns. The Facility has the right to utilize the Corrective Action Process, up to and including discharge for cause, with any Registered Nurse. It is the intent of the Facility to utilize the progressive process appropriate to the offense and the Registered Nurse s record of service. 14

18 1007 Purpose 1008 The Corrective Action Process is intended to explore positive ways to build Registered Nurse commitment, generate self discipline and ensure individual responsibility and accountability for performance and behavior Process 1010 Level 1 Verbal Reminder 1011 At this level the Manager will meet privately with the Registered Nurse and representative of the Association (if requested by the Registered Nurse) to clarify the performance or behavioral issue. The Manager s primary role at this level in the Corrective Action Process is to gain the Registered Nurse s agreement to solve the problem. The focus of this conversation should be to remind the Registered Nurse that he/she has a personal responsibility to meet reasonable standards of performance and behavior. The Manager and Registered Nurse should use this opportunity to collaboratively problem solve the issue(s), clarify expectations and explore and agree on behavioral changes, including measures of achievement and timelines The Manager will prepare a written summary of the meeting to include: date, issue(s) discussed and agreements reached. A copy of the written summary will be given to the Registered Nurse and Association Representative. The documentation is for information purposes only. The written summary will be placed in the Registered Nurse s personnel file Level 2 Individual Corrective Action Plan 1014 This level should be utilized if the Registered Nurse s performance or behavioral issues continue. Again, at this level the Manager will meet privately with the Registered Nurse and a representative of the Association (if requested by the Registered Nurse) to revisit the issue and clarify the need for the Registered Nurse to meet reasonable standards of performance and behavior The preferred outcome of this meeting is that the Department Manager and the Registered Nurse, through a collaborative process, will mutually agree upon an Individual Corrective Action Plan. However, if the Registered Nurse refuses to acknowledge the issue or agreement cannot be reached on an Individual Corrective Action Plan, the Department Manager will prepare the Individual Corrective Action Plan which sets forth the agreements made or parameters established for correcting performance or behavioral issues. The Individual Corrective Action Plan will include notification to the Registered Nurse that failure to live up to performance or behavioral expectations will result in further corrective action being taken against the Registered 15

19 Nurse, which may lead to termination. The Registered Nurse will be asked to sign an Individual Corrective Action Plan as an acknowledgement of his/her agreement to the plan and as an expression of commitment. The Association Representative, if present, will be asked to sign the memorandum as having been in attendance at the meeting. The Individual Corrective Action Plan is part of the formal corrective action process and may be used for purposes of establishing progressive discipline 1016 Actions taken by the Facility at Level 2 are subject to the grievance process Level 3 Decision Making 1018 This level should be utilized when the Registered Nurse has not complied with the Individual Corrective Action Plan. After having determined that prior actions have failed to produce the desired changes, a meeting will be scheduled with the Manager (or designee), the Registered Nurse and a representative of the Association (if requested by the Registered Nurse) for purposes of discussion of continued performance or behavioral issues. During this meeting, the Registered Nurse has the opportunity to choose to change his/her performance or behavior and remain with the organization, or voluntarily sever the employment relationship. The Facility will document the meeting in a Memorandum for the Record, which will include the date, location, attendees and summary of discussion If the Registered Nurse s decision is to change his/her performance or behavior and continue his/her employment, the Facility, Registered Nurse and a representative of the Association (if requested by the Registered Nurse) will meet to develop a Last Chance Agreement. The Last Chance Agreement will include a Corrective Action Plan that is designed to eliminate the gap between actual and desired performance or behavior, and will also include measures of achievement and reasonable timelines. The Registered Nurse will be required to sign the Last Chance Agreement. The Association Representative, if present, will be asked to sign the Last Chance Agreement as having been in attendance at the meeting The Manager (or designee) will meet with the Registered Nurse and a representative of the Association (if requested by the Registered Nurse) for purposes of assessing progress or moving the process forward if satisfactory progress has not been made If the Registered Nurse does not participate in the development of a Corrective Action Plan, which would be incorporated into the Last Chance Agreement, refuses to sign the Last Chance Agreement or does not voluntarily terminate, the Registered Nurse may be terminated. Actions taken by the Facility at Level 3 are subject to the grievance process. 16

20 1022 Level 4 Termination 1023 If the Registered Nurse violates the Last Chance Agreement, the Registered Nurse may be terminated Actions taken by the Facility at Level 4 are subject to the applicable grievance process Utilization of Documentation 1026 No disciplinary document (Level 2 or above) shall be utilized for any personnel decision beyond one (1) year of its issuance, however personnel decisions related to harassment, discrimination or acts of violence may be utilized for up to two (2) years except that the Facility may utilize any such disciplinary document to justify any disciplinary action to a court, administrative agency or arbitrator; however, no disciplinary document may be used in arbitration beyond five (5) years of its issuance Investigatory Suspension 1028 In situations where Management determines that removal of a Registered Nurse is warranted due to the nature of a reported incident or allegation, such Registered Nurse will be placed on unpaid investigatory suspension. At the conclusion of the investigatory suspension, and in those instances where the Registered Nurse is not terminated, Management will, based on the nature of the incident determine where to place the Registered Nurse in the Corrective Action Process. In the event it is determined that suspension and/or termination is not warranted, the Registered Nurse will be paid for the investigatory suspension No employee shall be held in unpaid investigatory suspension for more than (7) calendar days Acts of Gross Misconduct 1031 Acts of gross misconduct and/or gross negligence will subject the Registered Nurse to an accelerated level in the Corrective Action Process (e.g., Last Chance Agreement or Termination). Acts of gross misconduct and/or gross negligence include, but are not limited to: theft, drug diversion, sexual or protected class harassment, or violence Transition to Corrective Action Process and Discipline 1033 As noted herein this process is a transition from one process (Discipline) to another (Corrective Action and Discipline) Employees currently in a progressive discipline process under the former CBA or with counselings in their file shall move into the Corrective Action Process in accordance with this Article. 17

21 1034 Record of Conference Form 1035 The categories of the Record of Conference Form utilized by Facility management shall be equivalent to the Corrective Action Process as follows: 1. Verbal Warning CAP Level 1 Verbal Reminder 2. Written Warning CAP Level 2 Individual Corrective Action Plan 3. Suspension CAP Level 3 Decision Making 4. Termination CAP Level 4 Termination 1036 Corrective Action Documentation 1037 At any level of the Corrective Action Process the Registered Nurse shall be given a copy of the Corrective Action document and shall sign a receipt to acknowledge having received the document. Acknowledging receipt of the document shall not constitute an admission of the employee s agreement with the substance of the action. Signing the Corrective Action Plan does not constitute agreement with the substance of the action but does constitute the employee s agreement to follow the Corrective Action Plan Right to Discipline 1039 Nothing herein shall be deemed to restrict the Facility s right to discipline, suspend or terminate a Registered Nurse for cause. Moreover, nothing herein shall be deemed or construed to waive the Facility s right to promulgate and maintain rules of conduct, including but not limited to absenteeism policies 1040 Written Disciplinary Action 1041 A written warning is a document designated as such by the Facility. An employee who receives a written warning shall be given a copy of the warning and shall sign a receipt to acknowledge having received the document. Acknowledging receipt of the warning shall not constitute an admission of the employee s agreement with the substance of the warning. A Union grievance contesting a written warning shall be subject to the requirements of the grievance procedure in Article Disciplinary Notices, Rebuttal, and Inspection of Personnel Files 1043 There shall be one official personnel file for all bargaining unit employees and they shall have the right to inspect and to be provided, on request, with one copy of any document in the employee s file Employees will receive copies of all disciplinary notice(s) placed in their personnel files and shall have the right to rebut in writing any disciplinary notice. Such rebuttals, other 18

22 than grievances, shall be attached to the disciplinary notice and placed in the personnel file In any case where the Facility and the Union agree to revise personnel record material, the Facility shall, upon request, provide evidence of the revision Additional Representation Rights 1047 The following holding of the U.S. Supreme Court in NLRB v. Weingarten, Inc., shall apply to investigatory interviews conducted by the Facility that an employee, upon his/her request, is entitled to have a Union representative present during an investigatory interview in which the employee is required to participate where the employee reasonably believes that such investigation will result in disciplinary action. The right to the presence of a Union representative (Staff Representative or Association Representative) is conditioned upon a requirement that the Union representative be available for participation in such investigatory interview within twenty four hours, excluding Saturday, Sunday, and Holidays, of the employee s request for his/her presence Probationary Registered Nurses 1049 A Registered Nurse will be on probation for the first ninety (90) calendar days and may be discharged or disciplined in the Facility s discretion without establishing just cause, and such probationary period may be extended for an additional ninety (90) calendar days upon written notice to the Registered Nurse and the Union. ARTICLE 11 HOURS OF WORK, OVERTIME AND SCHEDULING 1101 State and Federal Wage and Hour Laws 1102 The Facility will comply with all applicable local, State, and Federal wage and hour requirements Mandatory Overtime 1104 The Facility and the Union recognize that mandatory overtime is not desirable and represents a burden on the employee. Acceptance of overtime and shifts beyond the employee s schedule shall be voluntary and in accordance with state law or regulations, except where patient care would be endangered by an internal or external emergency declared by state, local or federal government or declared by the administrator on duty. An external or internal emergency, for the purposes of this section, is defined as an unexpected situation of sudden occurrence of a serious and urgent nature that demands immediate attention. 19

23 1105 Overtime Pay 1106 All hours worked in excess of eight (8) per workday or forty (40) per workweek will be paid for at the rate of one and one half (1½) times the Registered Nurse s base rate of pay and all hours worked in excess of twelve (12) at the rate of two (2) times the Registered Nurse s base rate of pay. However, in those units where twelve (12) hour shifts are normally scheduled, Registered Nurses will be paid the appropriate premium rate only if they work more than forty (40) hours in a workweek or more than twelve (12) hours in a workday It is understood that under the wage and hour laws, 1) the workday for daily overtime pay purposes is a twenty four (24) hour period beginning at the same time each day for a given Registered Nurse; and 2) once the beginning of the workday is established for a given Registered Nurse, it may be changed as long as such change is not designed to evade overtime requirements There shall be no pyramiding or duplication of overtime or premium payments for the same hours worked Nothing in this Article shall be construed to constitute a guarantee of hours of work per day or per week, or of days of work per week Except for rest periods, only hours actually worked shall be considered hours worked for purposes of computing overtime Cancellation 1112 In the event of low patient census, subject to qualifications and competencies, travelers will be sent to float in other units with a need for additional staff before any bargaining unit Registered Nurses are cancelled. Where the cancellation of scheduled hours is deemed necessary by the Facility, subject to qualifications and competencies, the Facility will use reasonable efforts to follow the following cancellation order. Category 1: Outside Registry and travelers on overtime, call back or additional hours. Category 2: In House Registry Registered Nurses/Registered Nurses on overtime or call back in rotation by department. Category 3: Registered Nurses who volunteer will be called off in rotation by department and given cancellation credit. Category 4: Per Diem in rotation by department. Category 5: Full time and part time Registered Nurses in rotation by department. 20

24 Cancellations in Category 5 shall be done equitably in rotation by department and include Charge Nurses, only in the event there is a Registered Nurse, Charge Nurse competent, as approved by the Department Manager. The parties mutually agree that travelers on straight time will be cancelled prior to per diem, part time, full time Registered Nurses (after category 3) to the extent permitted by their individual contracts Registered Nurses will assist the Facility in tracking whose turn it is to be cancelled Cancellation Tracking 1115 A standardized log and tracking process shall be utilized in each unit. Cancelled and flexed hours shall be tracked on one log kept in each unit. Cancelled and flexed hours shall be tracked by the designated Charge Nurse. Individual Registered Nurses shall be responsible for ensuring cancelled and flexed hours are recorded. In the event cancellation or flexing of hours is necessary, the individual called off shall be determined by the log in their home unit. Cancelled and flexed hours in twelve (12) hour units shall be tracked in six (6) hour increments. Cancelled and flexed hours in eight (8) hour units shall be tracked in four (4) hour increments. The designated Charge Nurse shall determine whose turn it is to be cancelled and notify the staffing office/house supervisor by 4am and 4pm each day A Registered Nurse whose shift is canceled shall be relieved of all duty during the hours cancelled. Placement on standby status shall be on a voluntary basis and if accepted but not called back, the Registered Nurse shall receive credit for the cancelled shift or portion thereof in increments appropriate to her/his unit. This shall be counted into the flexed and cancelled hours and logged as above The Facility will endeavor to give a minimum of two (2) hours advance notice of cancellation. Where such timely notice has not been provided and the Registered Nurse reports to work, such Registered Nurse will be provided four (4) hours of work or pay in lieu thereof or any combination of work or pay in lieu thereof totaling four (4) hours at the Facility s discretion Rest and Meal Periods 1. The Facility will comply with the applicable Industrial Welfare Commission Wage Order regarding meal periods, meal period waivers, missed meal period penalties, and on duty meal period agreements. 2. Unpaid, un worked meal periods will not be counted as hours worked in calculating overtime to be paid under any provision of this Agreement. 21

25 3. The Employer will comply with the applicable Industrial Welfare Commission Wage Order regarding Rest Periods. 4. A Registered Nurse must make every effort to notify his or her supervisor in advance of his or her inability to leave the workstation for a meal period Work Schedules 1. The Facility will post work schedules at least thirteen (13) days in advance of their commencement dates and such schedules will cover a minimum period of four (4) weeks. Wherever practicable, the Facility shall continue its existing practice(s) of permitting Registered Nurses to self schedule on a department/unit by unit basis. The respective department director or his/her designee will consider employee self scheduling requests, provided such requests are submitted in a timely way (no later than twenty one (21) days in advance of their commencement) and that they are consistent with departmental/unit needs and the operating requirements of the Facility. 2. The Facility may implement work schedules consisting of four (4), six (6), eight (8), ten (10) or twelve (12) hours of work per day. Work schedules other than the forgoing may be implemented by the Facility with thirty (30) days written notification to the Association. 3. If after posting of the work schedule, the Hospital determines that changes are needed to the posted schedule, the Hospital may change the posted schedule provided that the Hospital confers with the affected Registered Nurses and attempts to accommodate such affected Registered Nurses requests Reporting Pay 1121 A Registered Nurse who is instructed or scheduled to report for work, and who reports for work without prior notice that no work is available, shall perform any nursing work to which the Registered Nurse may be assigned and shall be guaranteed four (4) hours work or pay in lieu thereof at the Registered Nurse s base rate Such minimum guarantee shall not apply if acts of nature, failure of utilities, or substantial unscheduled patient discharges interfere with the Facility s ability to provide work Such minimum guarantee shall not apply if the Facility makes a reasonable effort to notify the Registered Nurse at least two (2) hours prior to the scheduled starting time that the Registered Nurse should not report for work. It shall be the Registered Nurse s responsibility to keep a current telephone number on file with the Facility. Failure by 22

26 the Registered Nurse to do so shall exempt the Facility from such notification requirement and from the above minimum guarantee. Registered Nurses also acknowledge that they have a corresponding responsibility to notify their supervisor at least two hours prior to the beginning of their shift when they are unable to report for work and that failure to do so is grounds for disciplinary action Relief in a Higher Classification 1125 A Registered Nurse who relieves in a higher bargaining unit classification will be compensated at the rate of the higher classification for those hours or portion thereof worked in that higher classification range When a Registered Nurse relieves in one of the specialty units designated in Appendix A, the Registered Nurse shall receive the rate of the Specialty Nurse classification only if the Specialty Nurse criteria listed in that Appendix are satisfied. When assigning Registered Nurses to relieve in specialty units, the Facility shall use its best efforts to select Registered Nurses who meet the Specialty Nurse criteria Split and Rotating Shifts 1128 Registered Nurses shall not be assigned to split shifts. It is recognized that rotation of shifts (i.e., temporary changes from one shift to another) may be necessary under some circumstances. However, the Facility shall use its best efforts to avoid such rotation, except when the rotation is at the request of a Registered Nurse Weekends Subject to efficiency of operations, the Facility shall make reasonable efforts to schedule Registered Nurses so that they will have every other weekend off. However, it is recognized that the Facility is not obligated to guarantee such weekends off. For purposes of this section, a weekend is defined as Saturday and Sunday In order to make it feasible for the Facility to schedule Registered Nurses so that they will have every other weekend off, if for any reason a Registered Nurse does not work as scheduled on a weekend day (except in the case of a bona fide illness or other emergency, for which the Facility may require verification), the Registered Nurse may be scheduled for an extra weekend day during the next two (2) schedule periods Mandatory Meetings 1132 Hours spent in meetings where attendance is mandatory shall be treated as working time and shall be compensated accordingly. If attendance at a meeting is mandatory, written notice shall be given thereof. 23

27 1133 Vacation Scheduling 1134 On or before February 15 of each year, each eligible Registered Nurse shall submit to the immediate supervisor, a request stating the Registered Nurse s preference for a block of time off (herein referred to as Vacation ) for the twelve (12) month period commencing April Registered Nurses may submit up to two (2) requests for vacation to the Department Director prior to February 15. Prior to February 15 Registered Nurses shall be granted each vacation request based on seniority for up to a maximum of three (3) weeks. Each vacation request shall be stamped with the date received and a copy returned to the Registered Nurse Vacation schedules shall be posted on or before March 15 of the year and must be approved by the Department Director on an Absence Approval form. Those vacation requests submitted on or before February 15 as per paragraph 1133 shall be returned by March The Facility reserves the final right to determine or change vacation schedules and to determine the number of Registered Nurses on vacation at any time. However, vacation requests shall not be arbitrarily denied or vacation schedules arbitrarily changed. Vacation requests in any department will be considered at any time of the year In scheduling vacations, Registered Nurses shall, to the extent practicable, be granted by seniority, by department. However, seniority shall not be considered if a Registered Nurse fails to submit a vacation request on or before February 15. Requests submitted after February 15 shall be returned within thirty (30) calendar days after the date they are submitted and vacations will be granted, subject to facility discretion on a first come, first serve basis The Facility reserves the final right to rule on requests for changes in the vacation schedule. If two (2) Registered Nurses submit conflicting requests for changes in the schedule, and if any change is granted by the Facility, the Registered Nurse submitting the earlier request shall, to the extent practicable, be given preference. Any request for a change in the vacation schedule must be submitted at least thirty (30) days prior to the first day of the desired vacation Failure without sufficient justification to return from a scheduled vacation on the scheduled date shall constitute cause for discharge Registered Nurses transferring from one department into another will be required to select vacation from open dates not previously filled by scheduled vacation or approved leaves. 24

28 ARTICLE 12 FLOATING 1201 Registered Nurses may be floated to a different department or unit provided the Registered Nurse has received orientation in that department or unit and has demonstrated competence in providing care to patients in that department or unit. Registered Nurses floated to another department or unit to assist other qualified Registered Nurses will be expected to perform those skills they are qualified to perform. Float assignments shall be equitably shared among Registered Nurses within the same department or unit Within the constraints of Paragraph 1201, floating shall be accomplished in the following order: Category 1: Volunteers Registered Nurses who volunteer shall be floated in rotation and given float credit Category 2: Outside registry/travelers Category 3: In House Registry in rotation by department Category 4: Per diem in rotation by department Category 5: Part time and full time Registered Nurses in rotation by department 1203 A float rotation log will be kept on each nursing unit. A Registered Nurse will be floated a maximum of one (1) time per shift unless the Registered Nurse agrees to be floated more. In any unit in which there are two (2) charge nurses on duty, one will be in charge and the other will be in the float rotation New graduate Registered Nurses (may include re entry Registered Nurses out of the workforce for more than two (2) years and foreign graduate Registered Nurses who have not worked in the US) shall not float until the completion of ninety days except if their preceptor is floated Newly hired experienced Registered Nurses shall not float until they complete orientation Notwithstanding any other provision of this Agreement, the Facility shall not be required to float any Registered Nurse whose specific competencies or skills are required to be retained within the department. 25

29 ARTICLE 13 COMPENSATION 1301 In the first full payroll period following October 1, 2010, each Registered Nurse will receive an Across the Board increase of 3.00% to his/her then current base hourly rate of pay. In the first full payroll period following the first contract anniversary date, each Registered Nurse will receive an Across the Board increase of 3.00% to his/her then current base hourly rate of pay. In the first full payroll period following the second contract anniversary date, each Registered Nurse will receive an Across the Board increase of 3.00% to his/her then current base hourly rate of pay Promotion to Specialty Registered Nurse 1303 If a full time or part time Registered Nurse is promoted to a specialty Registered Nurse during the term of this Agreement, the Registered Nurse will receive a five percent (5%) increase to their base rate of pay Work in Supervisory Classifications 1305 A Registered Nurse who is formally designated by the Director of Nursing to work temporarily in a non bargaining unit supervisory position for a specified period of one (1) week or more shall receive a ten percent (10%) pay differential while working in that capacity Charge Nurse 1307 A Registered Nurse who is promoted to Charge Nurse shall receive a five percent (5%) increase to their base rate of pay Relief Charge Nurse 1309 Registered Nurses shall receive a five percent (5%) differential for all hours worked as a designated Relief Charge Nurse Preceptor Differential 1311 Registered Nurses shall receive two dollars ($2.00) per hour differential for time spent in precepting a new hire Registered Nurse in Facility designated preceptor programs. This differential will continue for the time period determined by the unit specific Nursing Director Paycheck Clerical Errors 1313 Paycheck clerical errors may be presented for correction for up to one (1) year from the date of such error, but shall not be subject to the grievance procedure. 26

30 1314 Shift Premiums 1315 A shift premium of $2.50/hour shall be paid for hours worked on the evening shift (between 3:00 p.m. and 11:00 p.m., inclusive) and $4.00/hour for hours worked on the night shift (between 11:00 p.m. and 7:30 a.m., inclusive) but only if the Registered Nurse is authorized to work those hours by the Chief Nursing Officer, Administrative Supervisor or Staffing Coordinator. The shift premium shall be included as part of base pay for purposes of calculating overtime. Bargaining unit Registered Nurses shall not be paid a shift premium less than the premiums defined in this paragraph For Registered Nurses assigned to a twelve (12) hour shift, the evening or night, as applicable, shift differential shall be paid for all hours worked between 3:00 p.m. and 7:00 a.m Standby Pay 1318 A Registered Nurse who serves on standby shall receive six dollars and seventy five cents ($6.75) for each hour spent on standby status. Standby status shall be suspended when the Registered Nurse is called in to work during the standby period, and such work time shall be paid as provided in Paragraph 1320 below. When a Registered Nurse on standby status is called upon to work during the standby period, the Registered Nurse shall be paid for time worked after actually arriving at the workplace at time and onehalf his/her base rate. Such a Registered Nurse shall be guaranteed a minimum of two (2) hours of work or pay in lieu thereof when called back. Notwithstanding the preceding, for Registered Nurses assigned to the p.m. shift in the operating room, the premium rate and two (2) hour minimum call shall apply only to hours called back outside their regular p.m. schedule (3:00 p.m. to 11:30 p.m.) or when called back a second time during the regular p.m. schedule. Registered Nurses on standby shall receive two times (2X) the straight time rate of pay for all hours worked on holidays To the extent permitted by law, the provisions of this Article shall be inapplicable in the event of a major catastrophe Service Bonus 1321 Any full time Registered Nurse who completes 5, 10, 15, 20, 25, 30, 35, or 40 years of service shall be paid a lump sum bonus as listed below. 5 years of service $ years of service $ years of service $1, years of service $1, years of service $1, years of service $1,600 27

31 35 years of service $1, years of service $1,800 Any part time Registered Nurse who completes 5, 10, 15, 20, 25, 30, 35, or 40 years of service shall be paid a lump sum bonus of one half (1/2) the amounts stated above Mileage Allowance 1323 Registered Nurses will be eligible for mileage reimbursement on the same basis as other Facility employees. ARTICLE 14 MINIMUM RATES 1401 All wage ranges, benefits and other economic provisions of this Agreement establish minimums, and nothing herein shall be deemed or construed to limit the Facility s right to increase wage rates, benefits, premiums and differentials, and to pay other extra compensation at the Facility s discretion in excess of those provided by this Agreement. Accordingly, it is also understood that any such increases shall be over and above the economic package negotiated under Article 13. Before taking any action, the Facility shall notify the Union and meet and confer over the proposed change. ARTICLE 15 BENEFIT PLANS 1501 Full time and part time Registered Nurses shall be eligible to participate in Prime s standard benefit plans on the same terms, conditions and basis as other Facility employees, except as provided in this Agreement. Prime shall offer the following core benefit plans during the term of this Agreement: an Employee only no premium cost sharing medical insurance plan (EPO) including prescription drug coverage; a premium cost sharing medical insurance plan (PPO) including prescription drug coverage; dental plan; vision plan; short term and long term disability plans; life and accidental death and dismemberment insurance; flexible spending accounts; paid time off program (PTO); EAP Plan; and 401(k) Plan Maintenance of Benefits 1503 Except as expressly provided herein, during the term of this Agreement Prime Healthcare shall not reduce any of the benefits granted employees in this Agreement. Prime Healthcare shall not reduce the Registered Nurse medical insurance and prescription drug benefits and shall not increase Registered Nurse deductibles and/or co payments, nor add any surcharges. Prime Healthcare, however, may change medical insurance vendors, provided Prime Healthcare notifies the Union of the change in writing a minimum of ninety (90) days before the change is to occur and Prime 28

32 Healthcare bargains with the Union over the effects Paid Time Off (PTO) 1505 PTO will be utilized for approved time off from scheduled work including, vacations, holidays, sick leave and leaves of absence, except as otherwise provided in Paragraphs 1535 and 1536 of this Article or the Leaves of Absence Article Eligibility for PTO 1507 All regular full time and part time Registered Nurses who have been with the Facility for at least thirty (30) days are eligible for PTO in accordance with the provisions of this Article. Per Diem and temporary Registered Nurses are not eligible for PTO accrual or use PTO Accrual 1509 All regular full time and part time Registered Nurses who are PTO eligible will accrue PTO hours each pay period, based on length of service and scheduled hours, as follows: Years of Service Bi weekly Accrual Annual Accrual 31 days to 4 years 7.2 hours hours 4 to 8 years 8.8 hours hours 8 plus years 10.4 hours hours 1510 The bi weekly and annual accrual schedule above applies to any Registered Nurse in a position with eighty (80) or more regularly scheduled hours per pay period. Any Registered Nurse in a position with less than eighty (80) regularly scheduled hours per pay period will receive a biweekly accrual that is pro rated based on eighty (80) hours PTO accruals shall not exceed the following maximums: Years of Service Maximum PTO Accrual 31 days to 4 years hours 4 to 8 years hours 8 plus years hours 1512 At the time the maximum accrual is reached, accruals will cease until the hours balance is reduced below the cap. PTO hours do not accrue in any pay period in which the PTO hours balance, as of the beginning of the pay period, is at the maximum accrual. PTO accrual will begin in the pay period immediately following the pay period in which the PTO hours balance falls below the maximum accrual. 29

33 1513 Scheduling and Use of PTO 1514 Requests for PTO for scheduled time off must be documented on an approved form and authorized by a supervisor Registered Nurses may use PTO hours not to exceed regularly scheduled hours for absences from scheduled work if they have a balance in their PTO account as of the beginning of the pay period in which the absence occurs. This includes absences that are occasioned by the Facility due to flexing. The use of PTO for absences is required Individual requests for PTO shall not be unreasonably denied for any reason, including the time of the year, and every effort will be made to provide PTO as requested Unscheduled PTO 1518 Unscheduled PTO for illnesses or other unanticipated personal emergencies will require two (2) hours advance notification to the Registered Nurse s immediate supervisor prior to the start of the shift Sale of PTO 1520 A Registered Nurse may elect to sell back PTO hours at 100% of their value equal to the PTO hours requested times his/her current base hourly rate less withholding of applicable payroll taxes, as appropriate. A request to sell back PTO hours does not require supervisory approval Workers Compensation and Other Disability Payments 1522 PTO may be used to supplement State Disability, Workers Compensation and Supplemental Social Security Disability Income. When combined with a State Disability, Workers Compensation payment or Supplemental Social Security Disability Income payment the total value of the hours taken may not exceed a Registered Nurse s regularly scheduled income Termination of Employment 1524 Upon termination, all accrued PTO hours shall be paid to the Registered Nurse at full value based on his/her current base hourly rate less withholding of applicable payroll taxes California Kin Care 1526 Full time and part time Registered Nurses, in accordance with California Kin Care law, on an annual basis, are eligible to use the amount of Paid Time Off (PTO) hours they 30

34 would accrue in six months to pay for absences from work associated with the care of a child, parent or spouse, registered domestic partner and child of a registered domestic partner (k) Retirement Savings Plan 1528 Prime Healthcare shall provide all Registered Nurses access to a 401K retirement savings plan. Registered Nurses are eligible to enroll in the Plan after 30 calendar days of employment Prime Healthcare shall make the following contributions on behalf of all eligible Registered Nurses as follows: 1 year to 10 years $.25 per $1.00 up to 4% 10 years to 20 years $.50 per $1.00 up to 4% 20+ years $1.00 per $1.00 up to 4% ARTICLE 16 HOLIDAYS 1601 All hours worked on Christmas Day, New Year s Day, Thanksgiving, Memorial Day, July 4th, and Labor Day, by full time, part time, Per Diems and In House Registry Registered Nurses, shall be paid at one and one half (1½) times the base rate of pay, including shift differential. All hours worked on any other holiday shall be at straighttime, including the shift differential, unless a premium rate is applicable under the provisions of Article 13 of this Agreement The Facility shall make reasonable efforts, consistent with the operational requirements of the Hospital, to rotate holiday coverage equitably among eligible Registered Nurses. The Facility will make all efforts consistent with unit needs to fulfill the Registered Nurse s request for a holiday, including those holidays which fall on weekend days The Facility shall make reasonable efforts, consistent with the operational requirements of the Hospital, to schedule each eligible Registered Nurse to be off for two (2) of the following three (3) holidays during each year of this Agreement: Thanksgiving Day, Christmas Day, or New Year s Day; provided that the Facility may substitute Christmas Eve for Christmas Day, and New Year s Eve for New Year s Day for night shift Registered Nurses only. The Facility shall also make reasonable efforts, consistent with the operational requirements of the Hospital, to schedule each eligible Registered Nurse off two (2) of the following three (3) holidays during each year of this Agreement: Memorial Day, July 4 th and Labor Day Shift trades are acceptable while maintaining the appropriate skill level and fiscal responsibility. 31

35 1605 Sick calls on holidays will be made up on the next major holiday (except in the case of a bona fide illness or other emergency as determined by the Employer). A physician s note may be required at the discretion of the Director Departments not open 24/7 will observe holidays as follows: Holidays occurring on Saturday will be observed on the preceding Friday, while those occurring on Sunday will be observed on the following Monday. Whenever possible, time off with pay is to be granted on the day of observance of the holiday; if this is impossible, a substitute day will be granted. When the day of observance falls on an employee s regularly scheduled work day off, he/she will be granted another day off with pay, scheduled at the convenience of the employer. ARTICLE 17 HEALTH AND SAFETY 1701 The Facility agrees to provide a safe and healthy work environment for all Registered Nurses and further agrees to comply with all applicable local, state and federal health and safety laws and regulations Safety Committee 1703 The Association will nominate three (3) full time Registered Nurses for membership on the Safety Committee from which the Facility will appoint one (1) Registered Nurse to the Committee. Time spent in Safety Committee meetings shall be compensated at the Registered Nurse s regular rate of pay Fire & Safety 1705 Upon verification of completion of testing, time spent for fire and safety training, when required by the Facility, shall be compensated at the Registered Nurse s regular rate of pay Uniforms 1707 Scrub uniforms or other protective clothing will be provided to all Registered Nurses assigned to patient care duties in the OR, L&D, PACU, GI Lab and ER Security 1709 The Facility will designate and maintain reasonably secure parking facilities for all Registered Nurses. Security will be provided for Registered Nurses who work at night and on weekends upon request. 32

36 1710 Counseling 1711 The Facility will make Critical Incident Stress Debriefing (CISD) available for all Registered Nurses on an as needed basis. CISD is to be used for incidents such as serious physical or emotional work injury, work related death of co workers, or the suicide of a co worker Hazardous Conditions 1713 In extraordinary circumstances, a Registered Nurse acting in good faith may refuse to work under hazardous conditions that would place her/him in imminent danger of death or incurring serious bodily harm. The Facility shall not discipline or discriminate against a Registered Nurse for a good faith refusal to perform assigned tasks if the Registered Nurse has previously made a formal request that the Facility correct the hazardous conditions, but the conditions are not corrected, and the danger is one that a reasonable person, under the same or similar circumstances, would conclude places her/him in imminent danger of death or incurring serious bodily harm. A Registered Nurse who has refused in good faith to perform assigned tasks shall retain the right to continued employment. This paragraph shall not be interpreted to apply to ordinary working conditions within the Facility Pursuant to State law, each Registered Nurse must undergo a pre placement examination. Such examination consists of a medical examination, laboratory tests, x rays and drug screen. The cost of this examination shall be paid by the Facility, and the Facility designated doctor shall perform the examination. Employment is contingent upon passing all phases of the pre placement physical. Thereafter, each Registered Nurse on an annual basis shall take a TST (Tuberculosis Screening Test) and/or annual health questionnaire, as required by hospital policy Intentional falsification of information pertaining to a Registered Nurse s physical condition or prior medical history shall be cause for discharge Communicable Diseases 1717 The Facility shall provide information and training to Registered Nurses on communicable diseases to which he/she may have routine workplace exposure. Information and training shall include the symptoms of diseases, modes of transmission, methods of self protection, workplace infection control procedures, special precautions and recommendations for immunizations where applicable. The Facility shall make the Hepatitis B and/or other appropriate vaccinations available to Registered Nurses who are at risk of exposure to infectious agents. 33

37 1718 The Facility will work to eliminate or minimize Registered Nurse exposure to communicable diseases Needleless systems will, whenever possible, be used for: 1) withdrawal of body fluids 2) administration of medication or fluids; and 3) any other procedure involving the potential for an exposure incident for which a needleless system is available as an alternative to the use of needle devices If needleless systems are not used, needles with engineered sharps injury protection will, whenever possible, be used for: 1) withdrawal of body fluids 2) accessing a vein or artery 3) administration of medication or fluids; and, 4) any other procedure involving the potential for an exposure incident for which a needle with engineered sharps injury protection is available If sharps other than needle devices are used, or if objects that become sharps are used, these devices and objects will, whenever possible, include engineered sharps injury protection Workplace Violence 1723 The Facility will maintain a comprehensive workplace violence prevention program In Service Education ARTICLE 18 EDUCATION BENEFITS 1802 The Facility shall maintain in effect a program of In service Education applicable to bargaining unit Registered Nurses, which shall include assignment related training, and training in new patient care techniques. The Facility shall determine whether, in any given instance, assignment related training or training in a new patient care technique is necessary If the Facility in its discretion requires a Registered Nurse to attend a staff meeting or an educational program inside or outside of the Hospital, the time spent at such meeting shall be considered compensable working time and the Registered Nurse shall be reimbursed for any reasonable fees or travel expense incurred in connection therewith. 34

38 1804 If a Registered Nurse wishes to attend an educational program on the Registered Nurse s own time and wishes to request approval of reimbursement of fees paid for such program, the Registered Nurse shall submit such request at least thirty (30) days in advance of the program. It is understood that the Facility reserves sole discretion in approving or rejecting any such request. If a Registered Nurse attends an educational program on a day she/he would otherwise have worked a scheduled shift, the Registered Nurse may be paid for that regular scheduled shift by taking a day from his/her PTO account Education Leave with Pay 1806 Leaves of Absence with pay may be granted by the Facility for the purpose of pursuing individual educational goals. Registered Nurses will be granted up to twenty four (24) hours educational leave with pay and twelve (12) hours for Part time, for time spent in educational programs recognized for continuing education credit by the Board of Registered Nurses or for job required education, e.g. CPR, ACLS, PALS, etc Registered Nurses will not be denied educational leave solely on course content, provided that Board of Registered Nursing continuing education units are being offered for the requested class. The granting of all such requests will be predicated on staffing Tuition Reimbursement 1) Purpose: To support the pursuit of advanced degrees which will enhance job performance and the institution. 2) Policy: Tuition reimbursement is available and is considered individually, based on job performance Tuition reimbursement shall apply only to courses that are job related and part of a degree program. The courses or programs must be offered by accredited institutions of learning Tuition reimbursement will be provided only to full time and part time employees who have completed at least six (6) months of continuous service as a full time or part time employee, with satisfactory job performance prior to approval for tuition reimbursement The individual seeking tuition reimbursement must request for tuition reimbursement for each semester by utilizing the tuition reimbursement form (5.34 1) which requires the advanced approval of the employee s Supervisor/Department Manager and Administrative approval. 35

39 1812 Reimbursement will not exceed two thousand dollars ($2,000.00) per year for full time employees and seven hundred fifty dollars ($750.00) for part time employees Approved requests will be forwarded to the Human Resources Department After successful completion of the course with a grade of C or better or passing a pass fail course, the employee shall submit to the Human Resources Department a certified transcript of grades received and original receipts for the approved expenses incurred Seminars 1816 When attendance at a seminar is requested by the employee, or is considered optional by the Hospital: 1) Full time employees will be eligible to use up to $200 per fiscal year for the registration fee for continuing education seminars. 2) Part time employees will be eligible to use up to $100 per fiscal year for the registration fee for continuing education seminars. 3) All benefits described herein are subject to Hospital wide budgetary restrictions National Certification Incentive 1818 Registered Nurses shall receive a one time three hundred dollar ($300.00) certification bonus for one of the following national certifications provided it is relevant to their current Facility position: CNOR, CCRN, CEN, OCN, RNC, and CMSRN. National certification bonuses will be added to the employee s payroll check at the time the Registered Nurse receives or renews the certification. Registered Nurse requests for incentives for obtaining National Certifications or renewals not listed in this paragraph which are related to the Registered Nurse s current position may be approved by the Director of Human Resources In addition, Registered Nurses desiring certifications can have the fee related to taking such certification test reimbursed if he/she successfully passes the exam Union Leave ARTICLE 19 LEAVES OF ABSENCE 1902 Registered Nurses who have been in the employ of the Facility for at least one (1) year may request a Union leave of absence (without pay) in writing at least (30) days prior to 36

40 the leave commencing. Union leave is defined as unpaid leave for the purpose of working for UNAC/UHCP or its affiliates and must be approved by UNAC/UHCP and the Facility. Such leave of absence without pay will not exceed six (6) months. No more than one employee may take such a leave at any one time, however, such leave will not be unreasonably denied. Should the Facility grant such leave, permission shall be in writing setting forth the date of such leave Benefits on Union Leave 1904 Health care benefits may be continued under the provision of COBRA. Use of PTO is not allowed. A Union leave of absence will not affect previously accumulated benefits. However, employees taking this type of leave will not accrue benefits while on unpaid leave Return to Work from Union Leave 1906 When an employee returns to duty in compliance with the authorized leave of absence, such employee shall be reinstated in the same classification, positions, shift, unit and scheduled hours in which such employee was employed before his/her absence. If conditions in the Facility have so changed that it would not be feasible to reinstate him/her in such manner, then the Facility will reinstate the employee to as nearly comparable a position and shift as is reasonable under the circumstances If an employee wishes to return from leave early he/she must give the Facility at least four (4) weeks notice prior to reinstatement Regular full time and part time Registered Nurses who have completed 90 calendar days of employment shall be eligible for unpaid personal, medical, judicial, and military leaves of absence, and for paid bereavement leaves, as described under the provisions of this article. Eligibility for unpaid leaves of absence due to jury duty, disability caused by pregnancy or work related illnesses or injuries will begin with the Registered Nurses date of hire Other Leaves 1910 Per Diem Registered Nurses are eligible to apply for an unpaid leave of absence. Such unpaid leave of absences will be granted in accordance with applicable law, and /or on a case by case basis at the sole discretion of the Facility An unpaid leave of absence of up to thirty (30) days due to illness or injury shall be granted upon presentation of a certificate by the Registered Nurse s physician stating the necessity for such leave. Such a leave may be extended for successive thirty (30) day periods upon presentation of a certificate by the Registered Nurse s physician 37

41 stating the necessity for such extension. Such a leave as extended shall not exceed six (6) months. This Article applies to pregnancy leave in the same manner as other disability leaves A Registered Nurse returning from a leave pursuant to this Article of longer than one (1) week must present a signed release from a physician stating that the Registered Nurse is fully able to perform assigned duties without jeopardizing the health or safety of the Registered Nurse or others The Facility shall consider requests for a leave of absence for personal reasons for a period not to exceed ninety (90) days The Facility shall consider requests for a leave of absence for educational reasons for a period not to exceed one hundred eighty (180) days At the Registered Nurse's option, accrued PTO hours may be used by a Registered Nurse during any Leave of Absence All requests for unpaid leaves of absence and extensions thereof shall be requested in writing on a form provided by the Facility. The Registered Nurse submitting the request shall be provided with a copy of such form with the determination stated thereon When a Registered Nurse returns from an unpaid leave of absence thirty (30) days or less, the Registered Nurse shall be reassigned to the same job assignment and shift. In the event of an intervening workforce reduction, the Registered Nurse s reassignment shall be subject to the provisions of Paragraph When a Registered Nurse returns from a leave of absence of more than thirty (30) days, the Facility shall use its best efforts to return the Registered Nurse to a job in the same classification or in any other bargaining unit classification for which the Registered Nurse is qualified. If an opening does not exist in such a classification, the Registered Nurse shall be placed on a preferential recall list for return to such a classification when an opening arises In any event the Facility will comply with all legal requirements relating to return from leaves of absence Continuous service shall not continue to accrue during an unpaid leave of absence in excess of thirty (30) days A Registered Nurse shall not forfeit any rights previously accrued during an unpaid leave of absence. 38

42 1922 Except in the event of a bona fide emergency or unless an extension is granted by the Facility, failure to return from a leave of absence on the specified date will be considered a voluntary resignation and will result in termination of employment Health and life insurance coverage shall terminate at the end of the pay period during which an unpaid leave of absence commences, except if and to the extent otherwise required by federal and/or state law. If the Registered Nurse wishes to continue such coverage, the Registered Nurse must make arrangements with the Human Resources Department to pay the premiums for such coverage, as required by leave of absence policies Nothing in the foregoing shall alter the provisions under state and federal family leave acts (FMLA and CFRA) Bereavement Leave 1926 If a death occurs in the immediate family of a full time Registered Nurse, the Registered Nurse shall be entitled to three (3) normally scheduled consecutive work days of paid leave if the deceased is the Registered Nurse s spouse, spouse equivalent with proof of residency, child, father, mother, stepmother, stepfather, brother, sister, father in law, mother in law, grandmother, grandfather, son in law, daughter in law, step son, stepdaughter, grandson, granddaughter, stepbrothers, stepsisters, current brothers andsisters in law. Part time Registered Nurses shall be eligible for bereavement leave on a pro rata basis Per Diem Registered Nurses shall not be eligible for bereavement leave Jury Duty 1929 A Registered Nurse who is notified of possible selection for jury duty shall immediately present such notice to the department head Any Full time Registered Nurse who has completed 90 days of employment called for jury duty shall receive, for each day on which the Registered Nurse otherwise would have worked, the difference between the regular straight time pay for that day and the amount of jury pay up to a maximum of the greater of ten (10) days or eighty (80) hours pay every three (3) years. Before receiving such payment a Registered Nurse must show proof of jury duty and the amount of jury pay. This section shall apply for a maximum of thirty (30) calendar days for each Registered Nurse On any day of jury duty in which a Registered Nurse is excused entirely or in sufficient time to permit return to work for at least one half (1/2) of the shift, the Registered Nurse shall be required to do so. 39

43 1932 Voting Time Off 1933 Registered Nurses who require time off to vote due to extended working hours or distance from the voting poll shall be allowed two (2) hours time off work with pay to vote in general elections at either the beginning or end of the workday. The Registered Nurse shall notify her/his supervisor at least two (2) working days in advance Witness Pay 1935 Registered Nurses who are required by law to appear in court as witnesses may take time off without pay for such purpose provided the Registered Nurse gives the Facility reasonable advance notice. Registered Nurses who appear as witnesses at the request of the Facility will receive their regular pay during such time. In the event the Registered Nurse is placed on call by the Facility, the Registered Nurse will receive witness on call pay of five dollars ($5.00) per hour spent on call if otherwise not working Maternity Leave 1937 The Facility shall comply with the Pregnancy Leave Act, as amended Any Registered Nurse who is unable to work due to pregnancy related disability is entitled to a leave of absence for the period of time she is disabled by her pregnancy provided that such period shall not exceed four (4) months in a defined twelve (12) month period Occupational Injury or Illness Leaves of Absence 1940 The Facility shall comply with the California Workers Compensation law as amended Military Leave 1942 The Facility will comply with the Uniform Services Employment and Reemployment Act, 38 U.S.C et seq., as amended Eligible Registered Nurses shall be entitled to up to twelve (12) weeks of leave because of any qualifying exigency arising out of the fact that the spouse, son, daughter, or parent of the Registered Nurse is on active duty, or has been notified of an impending call to active duty status, in support of a contingency operation Family Leave 1945 The Facility will comply with the Provisions of the California Family Rights Act (CFRA), as amended and with the provisions of the Federal Family and Medical Leave Act of 1993 (FMLA), as amended. 40

44 1946 Time Off for Parents 1947 A parent with one or more children in kindergarten or in grades 1 through 12 may have time off up to forty (40) hours per school year to attend authorized school activities which involve one (1) or more school age children. PTO may be used for this unpaid leave. Parental time off must be requested two (2) weeks in advance not to exceed eight (8) hours in any calendar month. Parents must obtain written verification of attendance from the school Successorship Protection ARTICLE 20 JOB SECURITY 2002 In the event of sale or transfer of control of the facility, Prime Healthcare shall, within a reasonable period of time but not less than twenty one (21) days of the effective date of the sale or transfer, provide the Union with the new employer s or entity s name, address and designated representative. Prior to the sale or transfer, Prime Healthcare shall inform the new owner and/or employer or entity of the existence of this Agreement and of its terms and conditions; shall require the new owner, employer or entity to retain all or substantially all of the bargaining unit employees, recognize the Union as the collective bargaining representative and to assume any existing collective bargaining agreement. The parties agree that compliance with this Article shall constitute full satisfaction of any and all obligations to bargain regarding such sale or transfer, and Prime Healthcare and the Facility shall have no further obligation to the Union with respect to a sale or transfer of control of the facility Transfer Option 2004 Job openings at other Prime Healthcare facilities will be posted on the Prime Healthcare web site and will be available to bargaining unit Registered Nurses on the same basis as other Prime Healthcare employees. ARTICLE 21 MANAGEMENT RIGHTS 2101 Subject to the laws and regulations governing the healthcare industry, the Facility retains, solely and exclusively, all the rights, powers and authority exercised or possessed by it prior to the execution of this Agreement, except as expressly limited, delegated or deleted by a provision of this Agreement. Without limiting the generality of the foregoing, the rights, powers and authority retained solely and exclusively by the Facility and not abridged by this Agreement include, but are not limited to, the following: 41

45 1. to manage, direct and maintain the efficiency of its business and personnel; 2. to manage and control its departments, buildings, facilities, equipment and operations; 3. to create, change, combine or abolish jobs, departments and facilities in whole or in part; 4. to subcontract or discontinue work for business, economic, medical or operational reasons; 5. to utilize personnel from nursing registries or other temporary help agencies; 6. to direct the work force; 7. to increase or decrease the work force; 8. to determine staffing patterns and levels and the number of Registered Nurses needed, provided that the Facility adheres to the regulations set forth in Title XXII; 9. to lay off Registered Nurses; 10. to hire, transfer and promote Registered Nurses; 11. to demote, suspend, discipline and discharge Registered Nurses; 12. to maintain the discipline and efficiency of its Registered Nurses; 13. to establish work standards and schedules of operations; 14. to specify or assign work requirements and overtime; 15. to assign work and decide which Registered Nurses are qualified to perform such work; 16. to determine working hours, shift assignments, and days off; 17. to adopt rules of conduct, appearance and safety, and penalties for violations thereof; 18. to determine the type and scope of work to be performed and for the services to be provided to patients; 19. to determine whether work will be assigned to bargaining unit Registered Nurses or other Registered Nurses; 20. to determine the methods, processes, means and places of providing service to patients; 21. to determine the quality of patient services; 22. to acquire and dispose of equipment and facilities; 23. to determine the places where work will be performed; 42

46 24. to hire temporary Registered Nurses for designated periods of time; 25. to pay wages and benefits in excess of those required by this Agreement; 26. to effect technological changes in its equipment and operations; and 27. to sell, close, or dispose of all or part of the Facility. The Facility s failure to exercise any right, prerogative, or function hereby reserved to it or the Facility s exercise of any such right, prerogative, or function in a particular way, shall not be considered a waiver of the Facility s right to exercise such right, prerogative, or function, or preclude it from exercising the same in some other way not in conflict with the express provisions of this Agreement. ARTICLE 22 SUBCONTRACTING 2201 The Facility may subcontract all or part of any operation performed by Registered Nurses. Where such subcontracting would displace a Registered Nurse, the Facility shall provide the Union with thirty (30) days prior notice of its decision to subcontract so that the Union can discuss the effects of such subcontracting. In the event that the subcontracting of any operation would result in the displacement of twenty (20) or more employees, the Facility will require any subcontracting entity to offer employment to the affected employees and to maintain their current rate of pay for a period of not less than ninety (90) days The parties desire to maximize stability in their labor relations. This effort includes their concern for the working environment and labor practices of subcontractors operating within the Facility. Therefore, consistent with the policy reflected in CALPERS Responsible Contractor Program [Paragraph VI(M)], the Facility supports and shall encourage its contractors to honor a position of neutrality in the event there is a legitimate attempt by a labor organization to organize the subcontractor s employees. ARTICLE 23 UNION SECURITY 2301 Union Membership as a Condition of Employment 2302 All employees of the Facility covered by this Agreement as of the date of the execution shall, as a condition of continued employment with the Facility, become and remain members in good standing of the Union not later than the thirty first (31 st ) day following the date of the execution of this Agreement by tendering payment of the initiation fee to the Union and continuing their payment of periodic union dues uniformly required. 43

47 2303 As a condition of employment all transfers into the Facility from another Prime Healthcare facility that are not represented by UNAC/UHCP, transfers into the bargaining unit from a management position, transfers into the bargaining unit due to a change in job classification, and all employees hired on or after the effective date of this Agreement shall, on the thirty first (31st) day following the beginning of such employment, become and remain members in good standing of the Union and tender to the Union the initiation fees and periodic dues that are the obligations of members As provided by Federal law, employees of health care institutions are eligible to claim a religious exemption. Such cases shall be handled separately, and any agency of the employees local United Fund (or equivalent) shall be used in compliance Failure to Make Required Payments 2306 The Union shall notify the Facility and the affected employee in writing of an employee s failure to comply with the provisions of this Article and shall afford each such employee fifteen (15) work days, after the employee has been mailed such notice at his or her last known address, in which to comply If said employee does not comply with the provisions of this Article within the ten (10) day period following actual notice, the employee shall be promptly terminated upon written notice of such fact from the Union to the Facility Deduction & Remittance of Union Initiation Fees & Dues 2309 Upon receipt of an individual, voluntary, written, and un revoked check off authorization form which has been signed by an employee in the bargaining unit covered by this Agreement, the Facility shall each pay period deduct from the pay of such employee a sum equal to the employee s union initiation fees or prorated monthly membership dues, uniformly required, and only so long as such employee was employed by the Facility at the time such obligation became due The Facility shall, on a biweekly basis, mail to the Union newly signed authorization/ membership forms The Facility shall promptly remit to the Union on a biweekly basis the sums which are deducted under this Article. Under separate cover, a list showing the following information for Union members: their names, Social Security number, home address and phone number (as provided by the employee), classification, regular wage rate, regular hours worked during the period, regular earnings during the period. Department, status, (e.g. regular full time, regular part time, or per diem), and date of hire will be transmitted electronically via FTP (File Transfer Protocol) transfer. 44

48 2312 The Facility shall, electronically, on a monthly basis send a list to the Union of all new hires, terminations, status changes or entry into or exit from the bargaining unit of any member including the same data referenced in 2311, with the exception of regular hours and earnings during the period, which is provided for all those working in the FTP transfer noted in The Union shall indemnify the Facility and hold it harmless against any and all suits, claims, demands and liabilities that arise out of, or by reason of, any action that shall be taken by the Facility for the purpose of complying with the foregoing provisions of this Article The Facility will honor written assignment of wages to the Union s Committee on Political Education (C.O.P.E.) fund, where such assignments are submitted in a form agreed to by the Facility and the Union, and will remit such contributions to the Union. ARTICLE 24 STRIKES AND LOCKOUTS 2401 In view of the importance of the operation of the Employer s facilities to the community, the Employer and the Union agree that there will be no lockout by the Employer, and no strikes, work stoppage, picketing, boycott, sit down, sickout, or slow down, or any refusal to cross a picket line at or enter the Facility s premises, or any other interference with any of the Facility s services or operations or with the movement or transportation of goods to or from the Facility by the Union or its member Registered Nurses during the term of this Agreement, and that all disputes arising under this Agreement shall be settled in accordance with the Grievance and Arbitration Article. ARTICLE 25 NOTICES 2501 Notices by the Union to the Facility shall be mailed, by certified mail, return receipt requested, or delivered to the following address: Chief Executive Officer Garden Grove Hospital and Medical Center Garden Grove Boulevard Garden Grove, California Copies shall also be mailed, by certified mail, return receipt requested, or delivered to the Chief Operating Officer and Human Resources Director at the address listed above. 45

49 2503 Notices by the Facility to the Union shall be mailed, by certified mail, return receipt requested, or delivered to the following address: President United Nurses Associations of California/ Union of Health Care Professionals 955 Overland Court, Ste. 150 San Dimas, CA ARTICLE 26 SAVINGS CLAUSE 2601 If any provision of this Agreement is held to be in conflict with any State or Federal law, or if compliance with or enforcement of any provision is restrained, the remainder of this Agreement shall remain in full force and effect. ARTICLE 27 ENTIRE AGREEMENT 2701 The parties agree that this Agreement (including the results of any local bargaining as provided herein) constitutes the entire contract between them governing wages, hours and conditions of employment of bargaining unit Registered Nurses covered during the term hereof, and settles all demands and issues on all matters subject to collective bargaining. Accordingly, except as the Agreement expressly provides for a local bargaining process, the Union and the Facility expressly waive their rights during the term of this Agreement to demand negotiations upon any subject matter, whether or not such subject matter is specifically contained in this Agreement or whether such subject matter has or has not been raised or discussed by either party during the negotiations leading up to the execution of this Agreement. ARTICLE 28 TERM 3001 This Agreement shall become effective October 1, 2010 and shall continue in full force and effect to 12:01 a.m., September 30, This Agreement shall be automatically renewed from year to year thereafter unless changed, modified or terminated as provided herein Either party wishing to change or terminate this Agreement must serve written notice to the other party of its intent to amend the Agreement at least ninety (90) days prior to the expiration date of this collective bargaining agreement If a new Agreement is not reached prior to the expiration date the Parties may by mutual consent, execute a written extension of this Agreement for a specified period of time. 46

50 3004 This Agreement has been executed as of October 1, For United Nurses Associations of California/Union of Health Care Professionals By Its For Garden Grove Hospital and Medical Center By Its 47

51 SIGNATURES GARDEN GROVE REGISTERED NURSES ASSOCIATION UNITED NURSES ASSOCIATIONS OF CALIFORNIA/ UNION OF HEALTH CARE EMPLOYEES, NUHHCE, AFSCME, AFL CIO /s/ Henry Nicholas, President National Union of Hospital & Health Care Employees /s/ Barbara Blake, RN State Secretary UNAC/UHCP /s/ Bill Rouse Executive Assistant to the Officers UNAC/UHCP /s/ Joy Harvey, RN Staff Representative UNAC/UHCP /s/ Armin Reyes Staff Representative UNAC/UHCP /s/ Majella Lindy Grecia, RN Vice President GGRNA /s/ Teresita Tess Kua, RN Treasurer GGRNA /s/ Laurilyn Laury Teodoro, RN Bargaining Team Member GGRNA /s/ Ken Deitz, RN President UNAC/UHCP /s/ Delima MacDonald, RN State Treasurer UNAC/UHCP /s/ Barbara Lewis Director of Collective Bargaining and Representation, UNAC/UHCP /s/ Minerva Aller dela Fuente, RN Staff Representative UNAC/UHCP /s/ Helen Bouman, NR President GGRNA /s/ Dinora Dee Dee Ortega, RN Secretary GGRNA /s/ Betty Pugh, RN Association Liaison GGRNA 48

52 SIGNATURES GARDEN GROVE HOSPITAL AND MEDICAL CENTER /s/ Mary K. Schottmiller Asst, General Counsel Prime Healthcare 49

53 LETTER OF AGREEMENT #1 SUPERFLOAT STAFF GRANDFATHER AGREEMENT The parties agree that Garden Grove Hospital and Medical Center may discontinue the SuperFloat program. Current SuperFloat staff shall be allowed to remain in the program throughout the term of this Agreement, unless they voluntarily leave the SuperFloat pool. Current SuperFloat staff shall not be subject to a reduction in pay and shall be eligible for negotiated ATBs. LETTER OF AGREEMENT #2 WAGES RETROACTIVE PAY Each Registered Nurse will receive retroactive pay for all hours paid from October 1, 2010 to the first full pay period following date of ratification. The retroactive pay will be an increase of three percent (3%) to his/her current base hourly rate of pay in the form of a lump sum payment. LETTER OF AGREEMENT #3 EMPLOYEE CONTRIBUTION TO MEDICAL PREMIUM The Parties agree that during calendar year 2011, Employee contributions toward the Employer s standard benefit plans will remain unchanged. Effective January 1, 2012 and for the remainder of the Agreement, Employee contributions toward the Employer s standard benefit plans will be described in Article 15 of the Collective Bargaining Agreement. Effective January 1, 2012, the Employee contribution for full time employees will be seven and one half percent (7.5%) of the total premium per month. Effective January 1, 2013, the Employee contribution for full time employees will be nine percent (9 %) of the total premium per month. For part time employees employed on the date of ratification, their contributions toward the Employer s standard benefit plans will be the same amount as full time employees for the duration of the Agreement. Any part time employee hired after the date of ratification will be subject to standard Prime contribution rates. 50

54 EMPLOYEE CONTRIBUTIONS EFFECTIVE 1/1/12 12/31/12 PLAN NAME FT Contributions PT Contributions TOTAL RATES PRIME EPO PLAN Employee Only 0% 42.3% Employee + Spouse 7.5% 42.3% Employee + Child(ren) 7.5% 39.2% Employee + Family 7.5% 45.9% PRIME PPO PLAN Employee Only 46.7% 51.9% Employee + Spouse 40% 55.4% Employee + Child(ren) 36.9% 51.9% Employee + Family 40.2% 55.8% EFFECTIVE 1/1/13 12/31/13 PLAN NAME FT Contributions PT Contributions TOTAL RATES PRIME EPO PLAN Employee Only 0% 42.3% Employee + Spouse 9.0% 42.3% Employee + Child(ren) 9.0% 39.2% Employee + Family 9.0% 45.9% PRIME PPO PLAN Employee Only 46.7% 51.9% Employee + Spouse 40% 55.4% Employee + Child(ren) 36.9% 51.9% Employee + Family 40.2% 55.8% 51

55 LETTER OF AGREEMENT # 4 SHIFT DIFFERENTIALS Currently, Registered Nurses receive an evening shift differential equal to 10% of the base hourly rate and a night differential equal to 15% of their base hourly rate. The parties agree that Registered Nurses who are on the Hospital s payroll on January 31, 2006, shall be eligible to continue to receive evening or night shift differentials calculated as a percentage of their base hourly rate. However, commencing on the first full payroll period following October 1, 2006 and thereafter, such shift differential shall be calculated based on the Registered Nurse s hourly rate in effect on the first full pay period following October 1, 2006, and shall not be adjusted with any future increases to the base rate. LETTER OF AGREEMENT #5 EXTENDED ILLNESS PROGRAM AGREEMENT The Parties agree that all employees who, on the date of ratification, had hours accrued under the Extended Illness Program will retain those hours and may utilize those hours under the Plan provisions as described below. Extended Illness hours shall stop accruing on the date of ratification. Any Employee hired after the date of ratification will not be eligible for the Extended Illness program. 1) Extended illness hours may only be used after a Registered Nurse has been absent for one (1) week of consecutively scheduled hours and is ill or disabled. If after one week of absence, the Registered Nurse s condition is such that he/she is released to work on a reduced schedule, extended illness hours may be used to make up missed hours due to the Registered Nurse s own illness or disability. Extended illness hours may not be used if a Registered Nurse is earning wages for that same period from another employer. 2) Extended illness hours are not redeemable and not vested. When used, accrued extended illness hours are paid at the Registered Nurse s current hourly base rate. 3) Full time and part time Registered Nurses, in accordance with California Kin Care law, are eligible to use fifty percent (50%) of the amount of extended illness hours that have accrued to pay for their absence from work associated with the care of a child, parent, spouse, registered domestic partner or child of a registered domestic partner. 52

56 APPENDIX A SPECIALTY NURSES 01 SPECIALTY NURSES Ambulatory Care GI Lab Mother/Baby Critical Care Emergency Room Telemetry Labor & Delivery NICU Operating Room Surgical Recovery Room 02 SPECIALTY NURSE CRITERIA (Ambulatory Care, GI Lab, Critical Care, Emergency Room, Telemetry, Surgical Recovery Room & Operating Room) 1. Advanced Cardiac Life Support (ACLS) certification. 2. Certification of completion of BRN approved course in arrhythmia detection, or an equivalent satisfactory to the Employer. 3. Demonstrated ability to perform the duties of the specialty as specified by the 100 percent completion of the skills inventory/checklist appropriate to the specialty area or certification by the recognized national organization appropriate to the specialty area (example: CCRN, CEN, CNOR) to be determined during a 90 day probationary period. 03 LABOR & DELIVERY SPECIALTY NURSE CRITERIA 1. Current Neonatal Resuscitation Certification. 2. Certificate of completion of BRN approved course in Basic Fetal Heart Monitoring or an equivalent course satisfactory to the Employer. 3. Demonstrated ability to perform the duties of the specialty as specified by the 100 percent completion of the skills inventory/checklist appropriate to Labor and Delivery to be determined during a 90 day probationary period and: 53

57 4. Completion of a written examination appropriate to Labor and Delivery, or 5. Certification by the recognized national organization appropriate to Labor and Delivery. (RNC Inpatient Obstetrical Nursing). 04 NEONATAL INTENSIVE CARE UNIT SPECIALTY NURSE CRITERIA 1. Current Neonatal Resuscitation Certification. 2. Certification of completion of a BRN approved course in NICU patient care or an equivalent course satisfactory to the Employer. 3. Demonstrated ability to perform the duties of the specialty as specified by the 100 percent completion of the skills inventory/checklist appropriate to the NICU to be determined during a 90 day probationary period and: 4. Completion of a written examination appropriate to NICU, or 5. Certification by a recognized national organization appropriate to NICU (RNC High Risk Neonatal Nursing, CCRN NICU). 05 MOTHER BABY/NURSERY SPECIALTY NURSE CRITERIA 1. Must have a current Neonatal Resuscitation certification. 2. Demonstrated ability to perform the duties of the specialty as specified by the 100% completion of the skills inventory/checklist appropriate to the specialty area or certification by the recognized national organization appropriate to the specialty area. 3. Verification of completion of a BRN approved course in newborn assessment or an equivalent course satisfactory to the employer. 54

58 APPENDIX B PER DIEM REQUIREMENTS 01 Per Diem Requirements 02 The per diem Registered Nurse commitment will be: 03 For an eight (8) hour Registered Nurse, the Per Diem Registered Nurse shall be available to be scheduled at least four (4) shifts per month including two (2) weekend shifts. 04 For a twelve (12) hour Registered Nurse, the Per Diem Registered Nurse shall be available to be scheduled at least two (2) shifts per month including one (1) weekend shift. 05 Per Diem Registered Nurses must be available to work one (1) major holiday shift. Major holidays for this purpose are: Thanksgiving, Christmas Eve for night shift, Christmas, New Year s Eve for night shift, or New Years. 06 Per Diem Registered Nurses must be available to work one (1) minor holiday shift. Minor holidays for this purpose are: Memorial Day, Fourth of July or Labor Day 07 Individual work agreements that differ from the above minimum commitments may be voluntarily negotiated between a Per Diem Registered Nurse and his/her Director/Manager. A copy of the agreement must be in the Registered Nurse s Human Resources file. 08 Once confirmed on the schedule, the Per Diem Registered Nurse will be required to work the assigned shift, subject to cancellation per Article 11. Self cancellation is not expected except for illness or other serious reasons. Cancellation of weekend shifts by the Per Diem Registered Nurse shall require a make up weekend shift in the next two (2) schedule periods. Cancellations of a holiday shift by the Per Diem Registered Nurse shall require a make up holiday on the next holiday (except in the case of a bona fide illness or other emergency as determined by the Employer). A physician s note may be required at the discretion of the Director. 09 Per Diem Registered Nurses must notify the Hospital at least two (2) hours before the start time of the shift, when calling in sick. 10 Per Diem Registered Nurses may be canceled or floated to another unit/ department per the provisions of this collective bargaining agreement. 11 Should a Per Diem Registered Nurse change status to a Regular Full time or Regular Parttime: the rate of pay shall be that which is appropriate to the Registered Nurse s experience; the period spent in Per Diem status shall not be counted as part of the benefit waiting period: and seniority shall accrue, post status change, per Paragraph

59 APPENDIX C IN HOUSE REGISTRY PROGRAM 01 In House Registry Program 02 Purpose 03 To establish an In House Registry (IHR) through which certain full time and part time Registered Nurses can voluntarily work extra hours for the Facility at an increased rate of pay rather than working for outside agencies. 04 To reduce the Facility s costs of extra or supplemental Registered Nurse staffing. 05 To provide more continuity of patient care through the availability of regularly employed staff. 06 Eligibility 07 Full time and part time Registered Nurses are eligible for IHR pay if the IHR shift worked is the fourth (4 th ) shift worked in a one week period. 08 Full time Registered Nurses must be scheduled and work a minimum of seventy two (72) hours per pay period and part time Registered Nurses must be scheduled and work a minimum of forty eight (48) hours per pay period. 09 IHR Pay 10 Registered Nurses shall receive one and one half (1½) times their base rate of pay for all IHR shift hours worked, subject to the Eligibility provision. If a Registered Nurse works a scheduled IHR shift, but does not meet the eligibility provision, the Registered Nurse will be paid her/his base rate of pay, and all applicable premiums, for the IHR shift hours worked. 11 All regular shifts flexed off in a pay period shall be counted towards IHR eligibility. Hours taken for sick, PTO, jury duty, bereavement, and/or other absence are not considered eligible hours. Sick calls or any other days off after the schedule is posted will void any IHR within a pay period. 12 The IHR hourly rate will include legislated benefits only, but will not include any negotiated or Facility provided benefits or work credited toward earning such benefits for that portion of their work performed under the IHR program. However, PTO will be accrued for IHR hours to the extent that such may be provided in the PTO program. 13 Scheduling and General Practices 56

60 14 IHR shifts will be distributed equitably to all interested Registered Nurses only after regular shifts have been scheduled. Once confirmed on the schedule, Registered Nurses shall be required to work the IHR shift, subject to cancellation per Article IHR Registered Nurses will not be placed on On Call/Standby status for the same shifts as they are assigned to work on an IHR schedule. 16 IHR Registered Nurses will be cancelled from the schedule prior to the cancellation of Per Diem Registered Nurses. 17 An IHR Registered Nurse who is not cancelled at least two (2) hours prior to the start of the assigned IHR shift, in accordance with Paragraph 1117 of this Agreement, and who reports to work will be given a minimum of four (4) hours call in pay at the applicable IHR rate of pay. 18 Notwithstanding paragraph 7 a Registered Nurse on an IHR schedule who becomes unavailable must notify the proper Facility representative as soon as possible, but at least two (2) hours prior to the start of the assigned shift of work. 19 IHR Registered Nurse scheduling will be done by the Nursing Director and/or Nursing Office. Once the regular work schedule is posted, the IHR Registered Nurse will be personally required to contact the Nursing Director/Staff Secretary or the House Supervisor to schedule IHR shifts of work. Once confirmed, the Registered Nurse will be required to work the IHR shift unless cancelled. 57

61 APPENDIX D WEEKEND BONUS Registered Nurses will be paid a bonus for working on weekends in excess of his or her regularly schedules weekdays (the Bonus ), provided the following requirements are met: 1. The bonus will only apply to Registered Nurses who regularly work every other weekend. 2. A Registered Nurse shall be paid four dollars and seventy five cents ($4.75) per hour for each additional weekend shift, provided such shift is above and beyond his or her every other week commitment. RNs who work in areas such as ACU and PACU, which are normally closed on weekends are also eligible for the weekend bonus provided the Registered Nurse actually works a weekend shift. In addition, Per Diem Registered Nurses who work a weekend shift in excess of his/her commitment shall be eligible for the Bonus in accordance with the terms of this Appendix. 3. If the hospital cancels a Registered Nurse working a bonus shift after he/she has begun working the shift, the Registered Nurse will still be paid the Bonus. The cancellation rotation set forth in this Agreement will be followed in such cases. 4. If a Registered Nurse chooses to work every weekend due to his/her own needs or desires (school, child care, etc.), he/she will not be eligible for the Bonus. Prior to scheduling the Registered Nurse every weekend, the manager will have the Registered Nurse sign a Personnel Change Notice (PCN) stating that she/he is working every weekend of his/her own desire to do so and therefore waives his/her right to the Bonus. 5. If a Registered Nurse calls in sick or has an unplanned, unexcused absence on any shift in the pay period in which he/she worked extra, he/she would become ineligible for that Bonus payment. A note of verification of illness or emergency situation will not make him/her eligible for the Bonus. 6. If a Registered Nurse calls in sick or has an unplanned, unexcused absence on his/her next scheduled weekend after the Bonus weekend shift, he/she will be scheduled for another make up shift during the current or next schedule. 7. If a Registered Nurse is hospital canceled on his/her regular weekend, he/she will be eligible for the Bonus if he/she works an extra weekend shift within the same pay period. 8. Registered Nurses working an extra weekend shift who are on call and are called in are eligible for the Bonus. 9. Registered Nurses who are making up a previous weekend missed are not eligible for the Bonus. 10. Registered Nurses working an extra weekend will be subject to the usual float rotation. 58

62 APPENDIX E 401(k) RETIREMENT SAVINGS PLAN SPD 59

63 60

64 61

65 62

66 63

67 64

68 65

69 66

70 67

71 68

REGISTERED NURSES COLLECTIVE BARGAINING AGREEMENT. By and Between WASHINGTON STATE NURSES ASSOCIATION. and WHIDBEY GENERAL HOSPITAL

REGISTERED NURSES COLLECTIVE BARGAINING AGREEMENT. By and Between WASHINGTON STATE NURSES ASSOCIATION. and WHIDBEY GENERAL HOSPITAL REGISTERED NURSES COLLECTIVE BARGAINING AGREEMENT By and Between WASHINGTON STATE NURSES ASSOCIATION and WHIDBEY GENERAL HOSPITAL (March 4, 2016 March 31, 2019) TABLE OF CONTENTS PREAMBLE ----------------------------------------------------------------------------------------

More information

Agreement Between The Cooley Dickinson Hospital, Inc. and Massachusetts Nurses Association

Agreement Between The Cooley Dickinson Hospital, Inc. and Massachusetts Nurses Association Agreement Between The Cooley Dickinson Hospital, Inc. and Massachusetts Nurses Association January 22, 2011 - January 21, 2014 Table of Contents ARTICLE I... 1 SECTION 1. RECOGNITION... 1 SECTION 2. PARTICIPATION

More information

COLLECTIVE BARGAINING AGREEMENT. by and between WASHINGTON STATE NURSES ASSOCIATION. and PROVIDENCE VNA HOME HEALTH

COLLECTIVE BARGAINING AGREEMENT. by and between WASHINGTON STATE NURSES ASSOCIATION. and PROVIDENCE VNA HOME HEALTH COLLECTIVE BARGAINING AGREEMENT by and between WASHINGTON STATE NURSES ASSOCIATION and PROVIDENCE VNA HOME HEALTH October 13, 2015 through May 31, 2018 TABLE OF CONTENTS PREAMBLE... 1 ARTICLE 1 - PURPOSE...

More information

COLLECTIVE BARGAINING AGREEMENT. By and Between WASHINGTON STATE NURSES ASSOCIATION. and. PEACEHEALTH ST. JOSEPH MEDICAL CENTER Bellingham, Washington

COLLECTIVE BARGAINING AGREEMENT. By and Between WASHINGTON STATE NURSES ASSOCIATION. and. PEACEHEALTH ST. JOSEPH MEDICAL CENTER Bellingham, Washington COLLECTIVE BARGAINING AGREEMENT By and Between WASHINGTON STATE NURSES ASSOCIATION and PEACEHEALTH ST. JOSEPH MEDICAL CENTER Bellingham, Washington March 22, 2016 through March 31, 2019 TABLE OF CONTENTS

More information

PREAMBLE ARTICLE ONE AGREEMENT SCOPE

PREAMBLE ARTICLE ONE AGREEMENT SCOPE PREAMBLE AGREEMENT between Visiting Nurse Service of New York Home Care, 107 East 70th Street, New York, New York 10021 (herein called "Employer," VNSNY Home Care or VNS ) and Federation of Nurses/UFT,

More information

AGREEMENT. By and Between WASHINGTON STATE NURSES ASSOCIATION. and VIRGINIA MASON HOSPITAL. (April 11, 2017-November 15, 2019)

AGREEMENT. By and Between WASHINGTON STATE NURSES ASSOCIATION. and VIRGINIA MASON HOSPITAL. (April 11, 2017-November 15, 2019) AGREEMENT By and Between WASHINGTON STATE NURSES ASSOCIATION and VIRGINIA MASON HOSPITAL (April 11, 2017-November 15, 2019) TABLE OF CONTENTS ARTICLE 1 - RECOGNITION...1 Page 1.1 Bargaining Unit... 1 1.2

More information

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. TORONTO EAST GENERAL HOSPITAL (hereinafter called the Hospital )

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. TORONTO EAST GENERAL HOSPITAL (hereinafter called the Hospital ) LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT Between: TORONTO EAST GENERAL HOSPITAL (hereinafter called the Hospital ) And: ONTARIO NURSES ASSOCIATION (hereinafter called the Union ) FULL-TIME AND PART-TIME

More information

ARTICLE 23 LAYOFF & REDUCTION IN TIME

ARTICLE 23 LAYOFF & REDUCTION IN TIME ARTICLE 23 LAYOFF & REDUCTION IN TIME A. GENERAL 1. The University shall determine when temporary, emergency, or indefinite layoffs shall occur. If, in the judgment of the University, a layoff is necessary,

More information

EMPLOYMENT AGREEMENT. By and Between ST. CLARE HOSPITAL. and WASHINGTON STATE NURSES ASSOCIATION

EMPLOYMENT AGREEMENT. By and Between ST. CLARE HOSPITAL. and WASHINGTON STATE NURSES ASSOCIATION 2016 2019 EMPLOYMENT AGREEMENT By and Between ST. CLARE HOSPITAL and WASHINGTON STATE NURSES ASSOCIATION TABLE OF CONTENTS ARTICLE 1 - RECOGNITION 1 ARTICLE 2 - ASSOCIATION MEMBERSHIP; DUES DEDUCTION 1

More information

Agreement Between. Massachusetts Nurses Association. and. The Cooley Dickinson Hospital, Inc. January 22, January 21, 2020

Agreement Between. Massachusetts Nurses Association. and. The Cooley Dickinson Hospital, Inc. January 22, January 21, 2020 Agreement Between Massachusetts Nurses Association and The Cooley Dickinson Hospital, Inc. January 22, 2017 - January 21, 2020 1 Table of Contents AGREEMENT... 5 PREAMBLE... 5 ARTICLE I... 5 SECTION 1.

More information

AGREEMENT BY AND BETWEEN OREGON NURSES ASSOCIATION AND TUALITY COMMUNITY HOSPITAL

AGREEMENT BY AND BETWEEN OREGON NURSES ASSOCIATION AND TUALITY COMMUNITY HOSPITAL AGREEMENT BY AND BETWEEN OREGON NURSES ASSOCIATION AND TUALITY COMMUNITY HOSPITAL April 21, 2016 until December 31, 2017 TABLE OF CONTENTS AGREEMENT...1 WITNESSETH...1 ARTICLE 1 RECOGNITION AND MEMBERSHIP...1

More information

AGREEMENT BY AND BETWEEN OREGON NURSES ASSOCIATION AND TUALITY COMMUNITY HOSPITAL. February 12, 2018 until March 31, 2020

AGREEMENT BY AND BETWEEN OREGON NURSES ASSOCIATION AND TUALITY COMMUNITY HOSPITAL. February 12, 2018 until March 31, 2020 AGREEMENT BY AND BETWEEN OREGON NURSES ASSOCIATION AND TUALITY COMMUNITY HOSPITAL February 1, 01 until March 1, 00 TABLE OF CONTENTS AGREEMENT... 1 WITNESSETH... 1 ARTICLE 1 RECOGNITION AND MEMBERSHIP...

More information

COLLECTIVE BARGAINING AGREEMENT OREGON NURSES ASSOCIATION MERCY MEDICAL CENTER

COLLECTIVE BARGAINING AGREEMENT OREGON NURSES ASSOCIATION MERCY MEDICAL CENTER COLLECTIVE BARGAINING AGREEMENT Between OREGON NURSES ASSOCIATION And MERCY MEDICAL CENTER July 1, 01 Through June 0, 01 TABLE OF CONTENTS ARTICLE 1 RECOGNITION AND MEMBERSHIP... 1 1.1 Bargaining Unit...

More information

EMPLOYMENT AGREEMENT. By and Between GOOD SAMARITAN HOSPITAL. and WASHINGTON STATE NURSES ASSOCIATION

EMPLOYMENT AGREEMENT. By and Between GOOD SAMARITAN HOSPITAL. and WASHINGTON STATE NURSES ASSOCIATION 2017-2019 EMPLOYMENT AGREEMENT By and Between GOOD SAMARITAN HOSPITAL and WASHINGTON STATE NURSES ASSOCIATION TABLE OF CONTENTS ARTICLE 1 - RECOGNITION 5 ARTICLE 2 - ASSOCIATION MEMBERSHIP 2.1 Membership

More information

NURSING CONTRACT. October 1, September 30, 2018 BRIGHAM & WOMEN S HOSPITAL AND MASSACHUSETTS NURSES ASSOCIATION

NURSING CONTRACT. October 1, September 30, 2018 BRIGHAM & WOMEN S HOSPITAL AND MASSACHUSETTS NURSES ASSOCIATION NURSING CONTRACT BRIGHAM & WOMEN S HOSPITAL AND MASSACHUSETTS NURSES ASSOCIATION October 1, 2015- September 30, 2018 AGREEMENT AGREEMENT made and entered into as of October 1, 2015, by and between THE

More information

COLLECTIVE AGREEMENT. between. THE BOARD OF HEALTH OF THE THUNDER BAY DISTRICT HEALTH UNIT (hereinafter referred to as the "Employer") and

COLLECTIVE AGREEMENT. between. THE BOARD OF HEALTH OF THE THUNDER BAY DISTRICT HEALTH UNIT (hereinafter referred to as the Employer) and COLLECTIVE AGREEMENT between THE BOARD OF HEALTH OF THE THUNDER BAY DISTRICT HEALTH UNIT (hereinafter referred to as the "Employer") and ONTARIO NURSES' ASSOCIATION (hereinafter referred to as the "Association")

More information

COLLECTIVE AGREEMENT. Between ST. JOSEPH'S VILLA DUNDAS, ONTARIO. (Hereinafter referred to as the Employer and/or the Villa ) And

COLLECTIVE AGREEMENT. Between ST. JOSEPH'S VILLA DUNDAS, ONTARIO. (Hereinafter referred to as the Employer and/or the Villa ) And COLLECTIVE AGREEMENT Between ST. JOSEPH'S VILLA DUNDAS, ONTARIO (Hereinafter referred to as the Employer and/or the Villa ) And ONTARIO NURSES ASSOCIATION (Hereinafter referred to as the Association and/or

More information

AGREEMENT. By and Between OLYMPIC MEDICAL CENTER. and SEIU HEALTHCARE 1199NW (RN/LPN) RN/LPN COLLECTIVE BARGAINING AGREEMENT

AGREEMENT. By and Between OLYMPIC MEDICAL CENTER. and SEIU HEALTHCARE 1199NW (RN/LPN) RN/LPN COLLECTIVE BARGAINING AGREEMENT AGREEMENT By and Between OLYMPIC MEDICAL CENTER and SEIU HEALTHCARE 1199NW (RN/LPN) RN/LPN COLLECTIVE BARGAINING AGREEMENT PREAMBLE 8 ARTICLE 1 RECOGNITION 8 ARTICLE 2 MANAGEMENT RIGHTS 8 ARTICLE 3 DEFINITIONS

More information

Professional. Agreement. between OREGON NURSES ASSOCIATION. and SAINT ALPHONSUS MEDICAL CENTER - ONTARIO

Professional. Agreement. between OREGON NURSES ASSOCIATION. and SAINT ALPHONSUS MEDICAL CENTER - ONTARIO Professional Agreement between OREGON NURSES ASSOCIATION and SAINT ALPHONSUS MEDICAL CENTER - ONTARIO January 1, 01 through November 0, 01 TABLE OF CONTENTS AGREEMENT... 1 ARTICLE 1 RECOGNITION AND MEMBERSHIP...

More information

COLLECTIVE AGREEMENT. CENTRE FOR ADDICTION AND MENTAL HEALTH (Hereinafter called the "Employer")

COLLECTIVE AGREEMENT. CENTRE FOR ADDICTION AND MENTAL HEALTH (Hereinafter called the Employer) COLLECTIVE AGREEMENT Between: CENTRE FOR ADDICTION AND MENTAL HEALTH (Hereinafter called the "Employer") And: ONTARIO NURSES' ASSOCIATION (Hereinafter referred to as the "Union") Expiry Date: March 31,

More information

COLLECTIVE BARGAINING AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND. ST. CHARLES HEALTH SYSTEM, INC., dba ST. CHARLES MEDICAL CENTER - BEND

COLLECTIVE BARGAINING AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND. ST. CHARLES HEALTH SYSTEM, INC., dba ST. CHARLES MEDICAL CENTER - BEND COLLECTIVE BARGAINING AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND ST. CHARLES HEALTH SYSTEM, INC., dba ST. CHARLES MEDICAL CENTER - BEND July 1, 01 through June 0, 01 TABLE OF CONTENTS Page No. PREAMBLE...

More information

EMPLOYMENT AGREEMENT. By and Between. UW MEDICINE/NORTHWEST dba NORTHWEST HOSPITAL and MEDICAL CENTER. and WASHINGTON STATE NURSES ASSOCIATION

EMPLOYMENT AGREEMENT. By and Between. UW MEDICINE/NORTHWEST dba NORTHWEST HOSPITAL and MEDICAL CENTER. and WASHINGTON STATE NURSES ASSOCIATION 2017 2019 EMPLOYMENT AGREEMENT By and Between UW MEDICINE/NORTHWEST dba NORTHWEST HOSPITAL and MEDICAL CENTER and WASHINGTON STATE NURSES ASSOCIATION Table of Contents Article 1 Recognition 1 1.1 Bargaining

More information

AGREEMENT BY AND BETWEEN OREGON NURSES ASSOCIATION AND TUALITY COMMUNITY HOSPITAL. April 21 st, 2016 until December 31, 2017 until March 31, 2020

AGREEMENT BY AND BETWEEN OREGON NURSES ASSOCIATION AND TUALITY COMMUNITY HOSPITAL. April 21 st, 2016 until December 31, 2017 until March 31, 2020 AGREEMENT BY AND BETWEEN OREGON NURSES ASSOCIATION AND TUALITY COMMUNITY HOSPITAL April 1 st, 01 until December 1, 01 until March 1, 00 ONA/Tuality Community Hospital Collective Bargaining Agreement -

More information

EMPLOYMENT AGREEMENT. between PROVIDENCE HOLY FAMILY HOSPITAL. and WASHINGTON STATE NURSES ASSOCIATION

EMPLOYMENT AGREEMENT. between PROVIDENCE HOLY FAMILY HOSPITAL. and WASHINGTON STATE NURSES ASSOCIATION EMPLOYMENT AGREEMENT between PROVIDENCE HOLY FAMILY HOSPITAL and WASHINGTON STATE NURSES ASSOCIATION 2017-2020 TABLE OF CONTENTS ARTICLE 1 - PREAMBLE... 1 1.1....1 1.2....1 ARTICLE 2 - RECOGNITION... 1

More information

AGREEMENT. between OREGON NURSES ASSOCIATION. and PROVIDENCE HOOD RIVER MEMORIAL HOSPITAL

AGREEMENT. between OREGON NURSES ASSOCIATION. and PROVIDENCE HOOD RIVER MEMORIAL HOSPITAL AGREEMENT between OREGON NURSES ASSOCIATION and PROVIDENCE HOOD RIVER MEMORIAL HOSPITAL January 1, 01 through December 1, 01 TABLE OF CONTENTS ARTICLE 1 DEFINITIONS... 1 ARTICLE RECOGNITION AND MEMBERSHIP...

More information

COLLECTIVE AGREEMENT. LONDON HEALTH SCIENCES CENTRE (Hereinafter called "the Hospital") ONTARIO NURSES' ASSOCIATION (Hereinafter called "the Union")

COLLECTIVE AGREEMENT. LONDON HEALTH SCIENCES CENTRE (Hereinafter called the Hospital) ONTARIO NURSES' ASSOCIATION (Hereinafter called the Union) COLLECTIVE AGREEMENT Between: LONDON HEALTH SCIENCES CENTRE (Hereinafter called "the Hospital") And: ONTARIO NURSES' ASSOCIATION (Hereinafter called "the Union") Expiry Date: March 31, 2018 L-1 Dated at

More information

Professional Agreement between Oregon Nurses Association and Sacred Heart Medical Center. August 18, 2016 through March 15, 2019

Professional Agreement between Oregon Nurses Association and Sacred Heart Medical Center. August 18, 2016 through March 15, 2019 Professional Agreement between Oregon Nurses Association and Sacred Heart Medical Center August 18, 2016 through March 15, 2019 PREAMBLE... 1 ARTICLE 1 RECOGNITION AND MEMBERSHIP... 2 1.1 Bargaining Unit...

More information

COLLECTIVE AGREEMENT. ST. JOSEPH S LIFECARE CENTRE, BRANTFORD (hereinafter referred to as the Employer )

COLLECTIVE AGREEMENT. ST. JOSEPH S LIFECARE CENTRE, BRANTFORD (hereinafter referred to as the Employer ) COLLECTIVE AGREEMENT BETWEEN: ST. JOSEPH S LIFECARE CENTRE, BRANTFORD (hereinafter referred to as the Employer ) AND: ONTARIO NURSES' ASSOCIATION (hereinafter referred to as the Union ) EXPIRY: April 1,

More information

COLLECTIVE BARGAINING AGREEMENT. Between OREGON NURSES ASSOCIATION. and GRANDE RONDE HOSPITAL

COLLECTIVE BARGAINING AGREEMENT. Between OREGON NURSES ASSOCIATION. and GRANDE RONDE HOSPITAL COLLECTIVE BARGAINING AGREEMENT Between OREGON NURSES ASSOCIATION and GRANDE RONDE HOSPITAL May 1, 2015 through April 30, 2017 TABLE OF CONTENTS PROFESSIONAL AGREEMENT... 1 WITNESSETH... 1 ARTICLE 1 MANAGEMENT

More information

COLLECTIVE BARGAINING AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND PROVIDENCE PORTLAND MEDICAL CENTER

COLLECTIVE BARGAINING AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND PROVIDENCE PORTLAND MEDICAL CENTER COLLECTIVE BARGAINING AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND PROVIDENCE PORTLAND MEDICAL CENTER January 1, 01 until December 1, 01 TABLE OF CONTENTS AGREEMENT... 1 WITNESSETH... 1 ARTICLE 1 -

More information

AGREEMENT. Between. And The. January 1, December 31, 2017

AGREEMENT. Between. And The. January 1, December 31, 2017 AGREEMENT Between MAYO CLINIC HEALTH SYSTEM ALBERT LEA AND AUSTIN AUSTIN CAMPUS Austin, Minnesota And The MINNESOTA LICENSED PRACTICAL NURSES ASSOCIATION/AFSCME LOCAL 105 January 1,2015 - December 31,

More information

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. ROYAL OTTAWA HEALTH CARE GROUP ROMHC (hereinafter referred to as the Hospital )

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. ROYAL OTTAWA HEALTH CARE GROUP ROMHC (hereinafter referred to as the Hospital ) LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT Between: ROYAL OTTAWA HEALTH CARE GROUP ROMHC (hereinafter referred to as the Hospital ) And: ONTARIO NURSES ASSOCIATION (hereinafter referred to as the Association

More information

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. ST. MARY'S GENERAL HOSPITAL, KITCHENER (hereinafter referred to as "the Hospital")

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. ST. MARY'S GENERAL HOSPITAL, KITCHENER (hereinafter referred to as the Hospital) LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT Between: ST. MARY'S GENERAL HOSPITAL, KITCHENER (hereinafter referred to as "the Hospital") And: ONTARIO NURSES' ASSOCIATION (hereinafter referred to as "the

More information

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. NORTH YORK GENERAL HOSPITAL (hereinafter referred to as the "Employer")

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. NORTH YORK GENERAL HOSPITAL (hereinafter referred to as the Employer) LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT BETWEEN: NORTH YORK GENERAL HOSPITAL (hereinafter referred to as the "Employer") AND: ONTARIO NURSES' ASSOCIATION (hereinafter referred to as the "Association")

More information

Collective Bargaining Agreement covering Licensed Practical Nurses. between. Abbott Northwestern Hospital Phillips Eye Institute United Hospital.

Collective Bargaining Agreement covering Licensed Practical Nurses. between. Abbott Northwestern Hospital Phillips Eye Institute United Hospital. Collective Bargaining Agreement covering Licensed Practical Nurses between Abbott Northwestern Hospital Phillips Eye Institute United Hospital and SEIU Healthcare Minnesota 2008 2012 TABLE OF CONTENTS

More information

MEMORANDUM OF UNDERSTANDING. Between and For THE CITY AND COUNTY OF SAN FRANCISCO. And

MEMORANDUM OF UNDERSTANDING. Between and For THE CITY AND COUNTY OF SAN FRANCISCO. And MEMORANDUM OF UNDERSTANDING Between and For THE CITY AND COUNTY OF SAN FRANCISCO And FREIGHT CHECKERS, CLERICAL EMPLOYEES & HELPERS, Local 856 (Supervising Registered Nurses, Unit 47) For Fiscal Years

More information

Labor Management Local Contract

Labor Management Local Contract VA HEALTHCARE NETWORK UPSTATE NEW YORK AT ALBANY United American Nurses Labor Management Local Contract National VA Council 2009 TABLE OF CONTENTS PREAMBLE Page Article 1: RECOGNITION & COVERAGE 1.1 -

More information

ARTICLE XXVII PRIOR BENEFITS AND POLICIES ARTICLE XXVIII DURATION ARTICLE XXIX REGISTERED NURSE WAGE SCHEDULE WAGE STRUCTURE...

ARTICLE XXVII PRIOR BENEFITS AND POLICIES ARTICLE XXVIII DURATION ARTICLE XXIX REGISTERED NURSE WAGE SCHEDULE WAGE STRUCTURE... Intentionally Blank TABLE OF CONTENTS PREAMBLE... 1 AGREEMENT... 1 ARTICLE I RECOGNITION AND COVERAGE... 2 ARTICLE II COURTESY... 3 ARTICLE III RIGHTS OF MANAGEMENT... 3 ARTICLE IV STRIKES AND LOCKOUTS...

More information

ARTICLE 27 GRIEVANCE PROCEDURE

ARTICLE 27 GRIEVANCE PROCEDURE ARTICLE 27 GRIEVANCE PROCEDURE A. GENERAL CONDITIONS 1. Definitions a. A grievance is a claim by an individual Nurse, a group of Nurses, or the Association that the University has violated, misapplied,

More information

New Brunswick Nurses Union Text for all changes proposed in Tentative Agreement January 2013

New Brunswick Nurses Union Text for all changes proposed in Tentative Agreement January 2013 New Brunswick Nurses Union Text for all changes proposed in Tentative Agreement January 2013 Changes are only those that are underlined or crossed out. Article 3 Definitions 3.13 Seniority is a measurement

More information

PROFESSIONAL AGREEMENT. between

PROFESSIONAL AGREEMENT. between PROFESSIONAL AGREEMENT between OREGON NURSES ASSOCIATION and OREGON FEDERATION OF NURSES AND HEALTH PROFESSIONALS, LOCAL 01, AMERICAN FEDERATION OF TEACHERS and PROVIDENCE MILWAUKIE HOSPITAL August, 01

More information

COLLECTIVE BARGAINING AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND PROVIDENCE NEWBERG MEDICAL CENTER. April 27, 2016 until April 30, 2018

COLLECTIVE BARGAINING AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND PROVIDENCE NEWBERG MEDICAL CENTER. April 27, 2016 until April 30, 2018 COLLECTIVE BARGAINING AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND PROVIDENCE NEWBERG MEDICAL CENTER April 27, 2016 until April 30, 2018 TABLE OF CONTENTS AGREEMENT... 1 PREAMBLE... 1 ARTICLE 1 - RECOGNITION...

More information

COLLECTIVE AGREEMENT

COLLECTIVE AGREEMENT COLLECTIVE AGREEMENT Between: The Nova Scotia Nurses Union - and - South Shore District Health Authority or South West Nova District Health Authority or Annapolis Valley District Health Authority or Colchester

More information

LOCAL PROVISIONS. SOUTHLAKE REGIONAL HEALTH CENTRE (hereinafter referred to as "the Hospital")

LOCAL PROVISIONS. SOUTHLAKE REGIONAL HEALTH CENTRE (hereinafter referred to as the Hospital) LOCAL PROVISIONS Between: SOUTHLAKE REGIONAL HEALTH CENTRE (hereinafter referred to as "the Hospital") And: ONTARIO NURSES' ASSOCIATION (hereinafter referred to as "the Union") (Full-time and Part-time)

More information

SKY LAKES MEDICAL CENTER, INC Daggett Street Klamath Falls, OR OREGON NURSES ASSOCIATION, INC.

SKY LAKES MEDICAL CENTER, INC Daggett Street Klamath Falls, OR OREGON NURSES ASSOCIATION, INC. AGREEMENT BETWEEN SKY LAKES MEDICAL CENTER, INC. 2865 Daggett Street Klamath Falls, OR 97601 AND OREGON NURSES ASSOCIATION, INC. January 1, 2010 to December 31, 2011 NOTE: ALL ECONOMIC CHANGES EFFECTIVE

More information

COLLECTIVE AGREEMENT. between. ST. JOSEPH'S CARE GROUP (hereinafter referred to as the "Hospital") and

COLLECTIVE AGREEMENT. between. ST. JOSEPH'S CARE GROUP (hereinafter referred to as the Hospital) and COLLECTIVE AGREEMENT between ST. JOSEPH'S CARE GROUP (hereinafter referred to as the "Hospital") and ONTARIO NURSES' ASSOCIATION (hereinafter referred to as the "Union") EXPIRY: MARCH 31, 2018 L2 APPENDIX

More information

COLLECTIVE AGREEMENT. Between: CANADIAN BLOOD SERVICES OTTAWA, ONTARIO (hereinafter called the Employer )

COLLECTIVE AGREEMENT. Between: CANADIAN BLOOD SERVICES OTTAWA, ONTARIO (hereinafter called the Employer ) COLLECTIVE AGREEMENT Between: CANADIAN BLOOD SERVICES OTTAWA, ONTARIO (hereinafter called the Employer ) And: ONTARIO NURSES ASSOCIATION (hereinafter called the Association ) EXPIRY: MARCH 31, 2018 TABLE

More information

HB 2800: Hospital Nurse Staffing Law (document prepared by Oregon Nurses Association, 10/06)

HB 2800: Hospital Nurse Staffing Law (document prepared by Oregon Nurses Association, 10/06) HB 2800: Hospital Nurse Staffing Law (document prepared by Oregon Nurses Association, 10/06) DEFINITIONS Oregon Revised Statute (2005) Administrative Rules (10/2006) Administrative Rules, Definitions,

More information

COMBINED FULL-TIME AND PART-TIME COLLECTIVE AGREEMENT

COMBINED FULL-TIME AND PART-TIME COLLECTIVE AGREEMENT L-1 COMBINED FULL-TIME AND PART-TIME COLLECTIVE AGREEMENT Between: SOINS CONTINUS BRUYÈRE CONTINUING CARE (For Saint-Vincent Hospital, Elisabeth Bruyère Hospital and Élisabeth Bruyère Residence) (hereinafter

More information

LOCAL ISSUES. UNIVERSITY HEALTH NETWORK PRINCESS MARGARET CANCER CENTRE (Hereinafter referred to as the "Hospital")

LOCAL ISSUES. UNIVERSITY HEALTH NETWORK PRINCESS MARGARET CANCER CENTRE (Hereinafter referred to as the Hospital) LOCAL ISSUES BETWEEN: UNIVERSITY HEALTH NETWORK PRINCESS MARGARET CANCER CENTRE (Hereinafter referred to as the "Hospital") And: ONTARIO NURSES' ASSOCIATION (Hereinafter referred to as "the Union") Expiry

More information

Collective Bargaining Agreement. Cerenity Care Center Bethesda Care Center LPN Agreement. SEIU Healthcare Minnesota

Collective Bargaining Agreement. Cerenity Care Center Bethesda Care Center LPN Agreement. SEIU Healthcare Minnesota Collective Bargaining Agreement Between Cerenity Care Center Bethesda Care Center LPN Agreement And SEIU Healthcare Minnesota Effective October 1, 2009 through September 30, 2011 ARTICLE I: RECOGNITION...

More information

LOCAL ISSUES. WILLIAM OSLER HEALTH SYSTEM [hereinafter referred to as the Hospital ]

LOCAL ISSUES. WILLIAM OSLER HEALTH SYSTEM [hereinafter referred to as the Hospital ] LOCAL ISSUES Between: WILLIAM OSLER HEALTH SYSTEM [hereinafter referred to as the Hospital ] And: ONTARIO NURSES ASSOCIATION [hereinafter referred to as the Association ] Expiry Date: March 31, 2018 TABLE

More information

COLLECTIVE AGREEMENT. Between: SAULT STE. MARIE AND DISTRICT GROUP HEALTH ASSOCIATION (hereinafter called the "Employer" of the first part) And:

COLLECTIVE AGREEMENT. Between: SAULT STE. MARIE AND DISTRICT GROUP HEALTH ASSOCIATION (hereinafter called the Employer of the first part) And: COLLECTIVE AGREEMENT Between: SAULT STE. MARIE AND DISTRICT GROUP HEALTH ASSOCIATION (hereinafter called the "Employer" of the first part) And: ONTARIO NURSES' ASSOCIATION (hereinafter called the "Union"

More information

COLLECTIVE BARGAINING AGREEMENT

COLLECTIVE BARGAINING AGREEMENT COLLECTIVE BARGAINING AGREEMENT between THE OREGON NURSES ASSOCIATION and ST. ANTHONY HOSPITAL January 1, 2015 through December 31, 2017 TABLE OF CONTENTS ARTICLE 1. RECOGNITION AND MEMBERSHIP... 1 Association

More information

LABOR MANAGEMENT AGREEMENT. Jerry L. Pettis Memorial Veterans Hospital, VA LOMA LINDA HEALTHCARE SYSTEM PETTIS MEMORIAL REGISTERED NURSES ASSOCIATION,

LABOR MANAGEMENT AGREEMENT. Jerry L. Pettis Memorial Veterans Hospital, VA LOMA LINDA HEALTHCARE SYSTEM PETTIS MEMORIAL REGISTERED NURSES ASSOCIATION, LABOR MANAGEMENT AGREEMENT BETWEEN Jerry L. Pettis Memorial Veterans Hospital, VA LOMA LINDA HEALTHCARE SYSTEM And PETTIS MEMORIAL REGISTERED NURSES ASSOCIATION, UNITED NURSES ASSOCIATIONS OF CALIFORNIA/UNION

More information

2012/2013 ST. JOSEPH MERCY OAKLAND Pontiac, Michigan HOUSE OFFICER EMPLOYMENT AGREEMENT

2012/2013 ST. JOSEPH MERCY OAKLAND Pontiac, Michigan HOUSE OFFICER EMPLOYMENT AGREEMENT 2012/2013 ST. JOSEPH MERCY OAKLAND Pontiac, Michigan SAMPLE CONTRACT ONLY HOUSE OFFICER EMPLOYMENT AGREEMENT This Agreement made this 23 rd of January 2012 between St. Joseph Mercy Oakland a member of

More information

MISSOURI. Downloaded January 2011

MISSOURI. Downloaded January 2011 MISSOURI Downloaded January 2011 19 CSR 30-81.010 General Certification Requirements PURPOSE: This rule sets forth application procedures and general certification requirements for nursing facilities certified

More information

Labor Agreement MARCUS DALY MEMORIAL HOSPITAL MONTANA NURSES ASSOCIATION MDMH LOCAL #35. between. and

Labor Agreement MARCUS DALY MEMORIAL HOSPITAL MONTANA NURSES ASSOCIATION MDMH LOCAL #35. between. and Labor Agreement between MARCUS DALY MEMORIAL HOSPITAL and MONTANA NURSES ASSOCIATION MDMH LOCAL #35 July 1, 2014 to June 30, 2017 TABLE OF CONTENTS Page PREAMBLE... 1 ARTICLE 1 RECOGNITION 2 ARTICLE 2

More information

COLLECTIVE BARGAINING AGREEMENT

COLLECTIVE BARGAINING AGREEMENT COLLECTIVE BARGAINING AGREEMENT by and between Washington Hospital Center and National Nurses United, AFL-CIO Term of Agreement May 8, 2011 to November 15, 2014 AGREEMENT THIS AGREEMENT, effective as of

More information

BLS Contract Collection

BLS Contract Collection BLS Contract Collection Title: Medicine and Dentistry of New Jersey, University of and Registered Nurses, Health Professionals and Allied Employees, American Federation of Teachers (AFT), AFL-CIO, Local

More information

COLLECTIVE AGREEMENT. SALVATION ARMY OTTAWA GRACE MANOR [hereinafter referred to as "the Manor"]

COLLECTIVE AGREEMENT. SALVATION ARMY OTTAWA GRACE MANOR [hereinafter referred to as the Manor] COLLECTIVE AGREEMENT Between: SALVATION ARMY OTTAWA GRACE MANOR [hereinafter referred to as "the Manor"] And: ONTARIO NURSES' ASSOCIATION [hereinafter referred to as "the Association"] Expiry Date: June

More information

Department of Defense INSTRUCTION

Department of Defense INSTRUCTION Department of Defense INSTRUCTION NUMBER 1400.25, Volume 771 December 26, 2013 Incorporating Change 1, Effective June 13, 2018 USD(P&R) SUBJECT: DoD Civilian Personnel Management System: Administrative

More information

CHAPTER 37 - BOARD OF NURSING HOME ADMINISTRATORS SUBCHAPTER 37B - DEPARTMENTAL RULES SECTION GENERAL PROVISIONS

CHAPTER 37 - BOARD OF NURSING HOME ADMINISTRATORS SUBCHAPTER 37B - DEPARTMENTAL RULES SECTION GENERAL PROVISIONS CHAPTER 37 - BOARD OF NURSING HOME ADMINISTRATORS SUBCHAPTER 37B - DEPARTMENTAL RULES SECTION.0100 - GENERAL PROVISIONS.0101 AUTHORITY: NAME & LOCATION OF BOARD The "North Carolina State Board of Examiners

More information

Collective Bargaining Agreement. Between MIAMI-DADE COUNTY, FLORIDA THE PUBLIC HEALTH TRUST. and LOCAL 1991 SEIU

Collective Bargaining Agreement. Between MIAMI-DADE COUNTY, FLORIDA THE PUBLIC HEALTH TRUST. and LOCAL 1991 SEIU Collective Bargaining Agreement Between MIAMI-DADE COUNTY, FLORIDA THE PUBLIC HEALTH TRUST and LOCAL 1991 SEIU THE SERVICE EMPLOYEES INTERNATIONAL UNION (REGISTERED NURSES BARGAINING UNIT) October 1, 2014

More information

AGREEMENT. Between MONTANA NURSES ASSOCIATION LOCAL UNIT #2. and BILLINGS CLINIC (HOSPITAL) July 1, through. June 30, 2020

AGREEMENT. Between MONTANA NURSES ASSOCIATION LOCAL UNIT #2. and BILLINGS CLINIC (HOSPITAL) July 1, through. June 30, 2020 AGREEMENT Between MONTANA NURSES ASSOCIATION LOCAL UNIT #2 and BILLINGS CLINIC (HOSPITAL) July 1, 2017 through June 30, 2020 Copies of the Montana Nurse Practice Act are available from: MONTANA STATE

More information

COLLECTIVE AGREEMENT BETWEEN THE OTTAWA HOSPITAL AND ONTARIO NURSES ASSOCIATION. Expiry: March 31, 2018

COLLECTIVE AGREEMENT BETWEEN THE OTTAWA HOSPITAL AND ONTARIO NURSES ASSOCIATION. Expiry: March 31, 2018 COLLECTIVE AGREEMENT BETWEEN THE OTTAWA HOSPITAL AND ONTARIO NURSES ASSOCIATION Expiry: March 31, 2018 Table of Contents ARTICLE A DEFINITIONS... 2 ARTICLE B RECOGNITION AND SCOPE... 2 ARTICLE C MANAGEMENT

More information

COLLECTIVE AGREEMENT. HALIBURTON HIGHLAND HEALTH SERVICES [hereinafter referred to as the Employer ]

COLLECTIVE AGREEMENT. HALIBURTON HIGHLAND HEALTH SERVICES [hereinafter referred to as the Employer ] COLLECTIVE AGREEMENT Between: HALIBURTON HIGHLAND HEALTH SERVICES [hereinafter referred to as the Employer ] And: ONTARIO NURSES' ASSOCIATION [hereinafter referred to as the Union ] Expiry Date: March

More information

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. BRANT COMMUNITY HEALTHCARE SYSTEM (Herein referred to as the "Hospital")

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. BRANT COMMUNITY HEALTHCARE SYSTEM (Herein referred to as the Hospital) LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT BETWEEN: BRANT COMMUNITY HEALTHCARE SYSTEM (Herein referred to as the "Hospital") AND: ONTARIO NURSES ASSOCIATION (Herein referred to as the "Association )

More information

RESIDENT PHYSICIAN AGREEMENT THIS RESIDENT PHYSICIAN AGREEMENT (the Agreement ) is made by and between Wheaton Franciscan Inc., a Wisconsin nonprofit

RESIDENT PHYSICIAN AGREEMENT THIS RESIDENT PHYSICIAN AGREEMENT (the Agreement ) is made by and between Wheaton Franciscan Inc., a Wisconsin nonprofit RESIDENT PHYSICIAN AGREEMENT THIS RESIDENT PHYSICIAN AGREEMENT (the Agreement ) is made by and between Wheaton Franciscan Inc., a Wisconsin nonprofit corporation ( Hospital ) and ( Resident ). In consideration

More information

AGREEMENT. Between LOCAL Health Professionals and Allied Employees AFT/AFL-CIO. and. University of Medicine and Dentistry of New Jersey

AGREEMENT. Between LOCAL Health Professionals and Allied Employees AFT/AFL-CIO. and. University of Medicine and Dentistry of New Jersey AGREEMENT Between LOCAL 5089 Health Professionals and Allied Employees AFT/AFL-CIO and University of Medicine and Dentistry of New Jersey Registered Nurses July 1, 2006 through June 30, 2010 Health Professionals

More information

STANDARDS OF APPRENTICESHIP: Advanced Home Health Care Aide. United Homecare Workers of Pennsylvania (SPONSOR) (EIN)

STANDARDS OF APPRENTICESHIP: Advanced Home Health Care Aide. United Homecare Workers of Pennsylvania (SPONSOR) (EIN) STANDARDS OF APPRENTICESHIP: Advanced Home Health Care Aide United Homecare Workers of Pennsylvania (SPONSOR) 45-5011662 (EIN) 1500 North 2 nd Street Harrisburg, PA 17102 Registered With Pennsylvania Apprenticeship

More information

COLLECTIVE AGREEMENT. KINGSTON GENERAL HOSPITAL (Hereinafter called the "Hospital") ONTARIO NURSES' ASSOCIATION (Hereinafter called the "Union")

COLLECTIVE AGREEMENT. KINGSTON GENERAL HOSPITAL (Hereinafter called the Hospital) ONTARIO NURSES' ASSOCIATION (Hereinafter called the Union) COLLECTIVE AGREEMENT Between: KINGSTON GENERAL HOSPITAL (Hereinafter called the "Hospital") And: ONTARIO NURSES' ASSOCIATION (Hereinafter called the "Union") EXPIRY: March 31, 2018 TABLE OF CONTENTS APPENDIX

More information

Summary of Final Agreement: UW-SEIU 1199NW Contract

Summary of Final Agreement: UW-SEIU 1199NW Contract HIGHLIGHTS PROVISION Wages SUMMARY General Wage Increases: Effective after Ratification: 3% across the board wage increase, effective the first pay period after ratification (but not prior to 2/1/16).

More information

POLICY ON PROBATION, SUSPENSION, AND DISMISSAL OF RESIDENTS/CLINICAL FELLOWS

POLICY ON PROBATION, SUSPENSION, AND DISMISSAL OF RESIDENTS/CLINICAL FELLOWS POLICY ON PROBATION, SUSPENSION, AND DISMISSAL OF RESIDENTS/CLINICAL FELLOWS INTRODUCTION The purpose of this policy is to describe the procedures that should be employed when a resident/clinical fellow

More information

BETWEEN REVERA LONG TERM CARE INC. OPERATING AS CHARLESWOOD CARE CENTRE AND CHARLESWOOD NURSES LOCAL 64 OF THE MANITOBA NURSES UNION

BETWEEN REVERA LONG TERM CARE INC. OPERATING AS CHARLESWOOD CARE CENTRE AND CHARLESWOOD NURSES LOCAL 64 OF THE MANITOBA NURSES UNION BETWEEN REVERA LONG TERM CARE INC. OPERATING AS CHARLESWOOD CARE CENTRE AND CHARLESWOOD NURSES LOCAL 64 OF THE MANITOBA NURSES UNION July 1, 2013 to June 30, 2017 P a g e 1 THIS AGREEMENT MADE BETWEEN:

More information

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. NIAGARA HEALTH SYSTEM (hereinafter referred to as the Employer )

LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT. NIAGARA HEALTH SYSTEM (hereinafter referred to as the Employer ) LOCAL APPENDICES TO THE COLLECTIVE AGREEMENT Between: NIAGARA HEALTH SYSTEM (hereinafter referred to as the Employer ) And: ONTARIO NURSES ASSOCIATION (hereinafter referred to as the Union ) EXPIRY: MARCH

More information

COLLECTIVE AGREEMENT. between. THE CORPORATION OF THE CITY OF CORNWALL (Hereinafter referred to as the Employer ) AND

COLLECTIVE AGREEMENT. between. THE CORPORATION OF THE CITY OF CORNWALL (Hereinafter referred to as the Employer ) AND COLLECTIVE AGREEMENT between THE CORPORATION OF THE CITY OF CORNWALL (Hereinafter referred to as the Employer ) AND ONTARIO NURSES ASSOCIATION (Hereinafter referred to as the Association ) Expiry: MARCH

More information

Professional Agreement Between Oregon Nurses Association and Good Samaritan Regional Medical Center and Good Samaritan Home Health

Professional Agreement Between Oregon Nurses Association and Good Samaritan Regional Medical Center and Good Samaritan Home Health Professional Agreement Between Oregon Nurses Association and Good Samaritan Regional Medical Center and Good Samaritan Home Health September, 01 until June 0, 01 TABLE OF CONTENTS ARTICLE 1. RECOGNITION...1

More information

DOCTORS HOSPITAL, INC. Medical Staff Bylaws

DOCTORS HOSPITAL, INC. Medical Staff Bylaws 3.1.11 FINAL VERSION; AS AMENDED 7.22.13; 10.20.16; 12.15.16 DOCTORS HOSPITAL, INC. Medical Staff Bylaws DMLEGALP-#47924-v4 Table of Contents Article I. MEDICAL STAFF MEMBERSHIP... 4 Section 1. Purpose...

More information

AGREEMENT. between OREGON NURSES ASSOCIATION. and PROVIDENCE ST. VINCENT MEDICAL CENTER

AGREEMENT. between OREGON NURSES ASSOCIATION. and PROVIDENCE ST. VINCENT MEDICAL CENTER AGREEMENT between OREGON NURSES ASSOCIATION and PROVIDENCE ST. VINCENT MEDICAL CENTER January 1, 2014 through December 31, 2015 In recognition of Maryann Dutton for 44 years of dedicated service to the

More information

BLS Contract Collection

BLS Contract Collection BLS Contract Collection Title: Miami-Dade, County of, Public Health Trust and Service Employees International Union (SEIU), AFL-CIO, Local 1991 (2002) K#: 820794 This contract is provided by the Martin

More information

PROFESSIONAL AGREEMENT. Between OREGON NURSES ASSOCIATION. and PROVIDENCE TRIAGE SERVICE CENTER

PROFESSIONAL AGREEMENT. Between OREGON NURSES ASSOCIATION. and PROVIDENCE TRIAGE SERVICE CENTER PROFESSIONAL AGREEMENT Between OREGON NURSES ASSOCIATION and PROVIDENCE TRIAGE SERVICE CENTER July 1, 01 through June 0, 01 1 1 1 1 1 1 1 1 0 1 0 1 TABLE OF CONTENTS AGREEMENT... 1 WITNESSETH... 1 ARTICLE

More information

Representing Registered Nurses At University Hospital

Representing Registered Nurses At University Hospital Representing Registered Nurses At University Hospital Agreement between Health Professionals and Allied Employees AFT/AFL-CIO and University Hospital October 1, 2014 September 30, 2017 Health Professionals

More information

COLLECTIVE AGREEMENT. PROVIDENCE CARE CENTRE- ST. MARY'S OF THE LAKE HOSPITAL (Hereinafter called the Hospital )

COLLECTIVE AGREEMENT. PROVIDENCE CARE CENTRE- ST. MARY'S OF THE LAKE HOSPITAL (Hereinafter called the Hospital ) COLLECTIVE AGREEMENT Between: PROVIDENCE CARE CENTRE- ST. MARY'S OF THE LAKE HOSPITAL (Hereinafter called the Hospital ) And: ONTARIO NURSES' ASSOCIATION (Hereinafter called the Union ) Expiry: March 31,

More information

AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND AMERICAN RED CROSS PACIFIC NORTHWEST BLOOD SERVICES REGION

AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND AMERICAN RED CROSS PACIFIC NORTHWEST BLOOD SERVICES REGION AGREEMENT BETWEEN OREGON NURSES ASSOCIATION AND AMERICAN RED CROSS PACIFIC NORTHWEST BLOOD SERVICES REGION March 18, 2014 June 30, 2016 TABLE OF CONTENTS AGREEMENT... 1 PREAMBLE... 1 ARTICLE 1 - MANAGEMENT

More information

COLLECTIVE AGREEMENT. COUNTY OF LAMBTON LAMBTON PUBLIC HEALTH (Hereinafter referred to as the Employer )

COLLECTIVE AGREEMENT. COUNTY OF LAMBTON LAMBTON PUBLIC HEALTH (Hereinafter referred to as the Employer ) COLLECTIVE AGREEMENT Between: COUNTY OF LAMBTON LAMBTON PUBLIC HEALTH (Hereinafter referred to as the Employer ) And: ONTARIO NURSES' ASSOCIATION (Hereinafter referred to as the Union ) EXPIRY: March 31,

More information

COLLECTIVE AGREEMENT

COLLECTIVE AGREEMENT COLLECTIVE AGREEMENT B E T W E E N: CHATHAM-KENT HEALTH ALLIANCE (Public General Campus/St. Joseph s Campus/Sydenham Campus) (Hereinafter referred to as the Hospital ) A N D: ONTARIO NURSES' ASSOCIATION

More information

I. PURPOSE II. RECOGNITION

I. PURPOSE II. RECOGNITION Bartlesville Public Schools (Oklahoma Independent School District Number 30) 2009-2010 Procedural and Negotiated Agreements PROCEDURAL AGREEMENT I. Purpose II. Recognition III. Scope of Bargaining IV.

More information

PROVIDENCE HOSPITAL. Washington, D.C. SAMPLE RESIDENT CONTRACT FOR FAMILY MEDICINE

PROVIDENCE HOSPITAL. Washington, D.C. SAMPLE RESIDENT CONTRACT FOR FAMILY MEDICINE PROVIDENCE HOSPITAL Washington, D.C. SAMPLE RESIDENT CONTRACT FOR FAMILY MEDICINE AGREEMENT, made and entered into this day of,, between Providence Hospital (hereinafter referred to as the Hospital) and

More information

Professional Agreement Between Oregon Nurses Association and Good Samaritan Regional Medical Center and Good Samaritan Home Health

Professional Agreement Between Oregon Nurses Association and Good Samaritan Regional Medical Center and Good Samaritan Home Health Professional Agreement Between Oregon Nurses Association and Good Samaritan Regional Medical Center and Good Samaritan Home Health August 23, 2016 until June 30, 2019 TABLE OF CONTENTS AGREEMENT... 1

More information

BLS Contract Collection

BLS Contract Collection BLS Contract Collection Title: Cook, County of and Illinois Nurses Association (2001) K#: 820013 This contract is provided by the Martin P. Catherwood Library, ILR School, Cornell University. The information

More information

BETWEEN WINNIPEG REGIONAL HEALTH AUTHORITY

BETWEEN WINNIPEG REGIONAL HEALTH AUTHORITY BETWEEN WINNIPEG REGIONAL HEALTH AUTHORITY Representing: Pan Am Clinic Breast Health Centre Home Care Program Public Health Program Clinical Nurse Specialists Primary Care Nurses Nurse Practitioners Regional

More information

Registered Nurses Services Employee Representation Unit 311

Registered Nurses Services Employee Representation Unit 311 SEIU Local 721 Registered Nurses Services Employee Representation Unit 311 County of Los Angeles Memorandum of Understanding October 1, 2015, through September 30, 2018 MEMORANDUM OF UNDERSTANDING FOR

More information

Hiring Hall Rules Revised December International Alliance of Theatrical Stage Employees Local SE 32 nd Ave Portland OR 97202

Hiring Hall Rules Revised December International Alliance of Theatrical Stage Employees Local SE 32 nd Ave Portland OR 97202 Hiring Hall Rules Revised December 12 2017 International Alliance of Theatrical Stage Employees Local 28 3645 SE 32 nd Ave Portland OR 97202 INTRODUCTION IATSE Local 28 administers a Hiring Hall for the

More information

COLLECTIVE AGREEMENT CANADIAN BLOOD SERVICES, LONDON ONTARIO NURSES' ASSOCIATION

COLLECTIVE AGREEMENT CANADIAN BLOOD SERVICES, LONDON ONTARIO NURSES' ASSOCIATION COLLECTIVE AGREEMENT Between: CANADIAN BLOOD SERVICES, LONDON And: ONTARIO NURSES' ASSOCIATION Expiry Date: March 31, 2017 TABLE OF CONTENTS Article Page ARTICLE 1 - PURPOSE... 1 ARTICLE 2 - DEFINITIONS...

More information

Disruptive Practitioner Policy

Disruptive Practitioner Policy Disruptive Practitioner Policy COMMUNITY HOSPITALS AND WELLNESS CENTERS A Medical Staff Document Adopted : December 2008 Reviewed: August 2012 COMMUNITY HOSPITALS AND WELLNESS CENTERS DISRUPTIVE PRACTITIONER

More information

AGREEMENT MONTANA NURSES ASSOCIATION AND SIDNEY HEALTH CENTER OF RICHLAND COUNTY, LOCAL 39

AGREEMENT MONTANA NURSES ASSOCIATION AND SIDNEY HEALTH CENTER OF RICHLAND COUNTY, LOCAL 39 AGREEMENT BETWEEN MONTANA NURSES ASSOCIATION AND SIDNEY HEALTH CENTER OF RICHLAND COUNTY, LOCAL 39 July 1, 2016 Through June 30, 2018 TABLE OF CONTENTS HEADING PAGE Purpose 1 Recognition 1 Representation

More information

COLLECTIVE AGREEMENT. BAYCREST CENTRE (Hereinafter referred to as the Employer ) ONTARIO NURSES ASSOCIATION (Hereinafter referred to as the Union )

COLLECTIVE AGREEMENT. BAYCREST CENTRE (Hereinafter referred to as the Employer ) ONTARIO NURSES ASSOCIATION (Hereinafter referred to as the Union ) COLLECTIVE AGREEMENT Between: BAYCREST CENTRE (Hereinafter referred to as the Employer ) And: ONTARIO NURSES ASSOCIATION (Hereinafter referred to as the Union ) Combined Expiry Date: March 31, 2018.doc

More information

Aberdeen School District No North G St. Aberdeen, WA REQUEST FOR PROPOSALS 21 ST CENTURY GRANT PROGRAM EVALUATOR

Aberdeen School District No North G St. Aberdeen, WA REQUEST FOR PROPOSALS 21 ST CENTURY GRANT PROGRAM EVALUATOR Aberdeen School District No. 5 216 North G St. Aberdeen, WA 98520 REQUEST FOR PROPOSALS 21 ST CENTURY GRANT PROGRAM EVALUATOR Nature of Position: The Aberdeen School District is seeking a highly qualified

More information

COLLECTIVE BARGAINING AGREEMENT. Between OREGON NURSES ASSOCIATION. and GRANDE RONDE HOSPITAL. May 1, May 28, 2013 through April 30, 20175

COLLECTIVE BARGAINING AGREEMENT. Between OREGON NURSES ASSOCIATION. and GRANDE RONDE HOSPITAL. May 1, May 28, 2013 through April 30, 20175 TA April, 01 COLLECTIVE BARGAINING AGREEMENT Between OREGON NURSES ASSOCIATION and GRANDE RONDE HOSPITAL May 1, 01 May, 01 through April 0, 01 Formatted: Font: 1 pt Formatted: Font: 1 pt Formatted: Font:

More information